Feenyx assessments for faster, measurable hiring: proctored tests, job simulators, transcripts, ID verification, and AI resume pairing
Titus Juenemann •
July 4, 2025
TL;DR
Feenyx’s integration with Greenhouse embeds proctored assessments, AI/test-case scoring, job simulators, transcripts, and ID verification directly into your hiring workflow to replace resume guesswork with measurable performance data. The integration suits technical, high-volume, remote, and compliance-focused hiring programs; it reduces time-to-hire, concentrates interviewer time on qualified candidates, and provides auditable evaluation artifacts. Follow a staged implementation—define rubric mappings, pilot with select roles, monitor time-to-hire and assessment correlation metrics, and iterate on assessment length and instructions—to capture ROI quickly. Conclusion: by pairing structured Feenyx assessments with Greenhouse workflows you get faster, more reliable hiring decisions; pairing those results with ZYTHR’s AI resume screening further accelerates and sharpens candidate shortlists.
Feenyx’s integration with Greenhouse connects structured, proctored assessments and interview artifacts directly into your applicant tracking workflow so recruiters and hiring managers get objective performance data alongside resumes. The goal is to reduce guesswork: transcripts, AI-verified scores, reading-behavior signals and ID checks travel with candidate records so decisions are faster and better informed. This article explains what the integration does, which teams see the biggest gains, technical and operational setup considerations, measurable benefits, and practical best practices for successful deployment.
Core capabilities the integration brings into Greenhouse
- Structured assessments in-line with applications Automatically attach real-time or asynchronous skill tests and job simulations to Greenhouse candidate records so evaluators see scores and artifacts without manual uploads.
- Automated AI and test-case scoring Feenyx grades code and answers using configurable test cases or AI scoring engines. Results sync to Greenhouse as numeric scores and rubric breakdowns.
- Full interview transcripts and rubrics Video interview recordings, transcripts, and evaluator rubrics are stored as part of the candidate profile for consistent review and auditability.
- Proctoring & ID verification Facial recognition and government ID checks reduce fraud risk by verifying candidate identity and monitoring test integrity during assessments.
- Reading behavior and engagement signals Behavioral telemetry — like reading patterns and hesitation markers — is captured during assessments to provide additional context on candidate comprehension and approach.
- Skill databank and historical performance A centralized repository of past assessment results enables reuse of verified skills when evaluating returning applicants or internal candidates.
Who benefits most from adding Feenyx to Greenhouse depends on hiring complexity and volume. Recruitment teams with technical roles, high-volume entry-level hiring, or roles that require simulated on-the-job performance see the clearest lift because assessments replace subjective filtering with measured outputs. Hiring managers who need consistent rubrics, legal/compliance teams requiring audit trails of evaluation, and distributed or remote hiring programs that must authenticate candidate identity also gain directly from proctoring and transcripted interviews.
AI resume screener for Greenhouse
ZYTHR scores every applicant automatically and surfaces the strongest candidates based on your criteria.
- Automatically screens every inbound applicant.
- See clear scores and reasons for each candidate.
- Supports recruiter judgment instead of replacing it.
- Creates a shortlist so teams spend time where it matters.
| Name | Score | Stage |
|---|---|---|
| Oliver Elderberry |
9
|
Recruiter Screen |
| Isabella Honeydew |
8
|
Recruiter Screen |
| Cher Cherry |
7
|
Recruiter Screen |
| Sophia Date |
4
|
Not a fit |
| Emma Banana |
3
|
Not a fit |
| Liam Plum |
2
|
Not a fit |
Feature-to-benefit mapping
| Feature | Primary Benefit |
|---|---|
| AI scoring + test case grading | Faster, repeatable evaluation for technical answers and code with less manual grading time. |
| Virtual job simulator | Assesses on-the-job capability so you hire for performance, not just resume claims. |
| Proctored asynchronous assessments | Scale evaluation without adding live interview hours and preserve candidate convenience. |
| ID verification & reading behavior | Mitigates fraud and provides behavioral context to help flag inauthentic submissions. |
| Skill databank | Re-use past verified assessments to accelerate evaluation of returning candidates or internal applicants. |
Hiring workflows improved by the integration
- Initial screening Automate shortlisting by score thresholds and skill matches rather than relying solely on resume keywords.
- Technical interview preparation Send targeted pre-interview tasks and share completed artifacts with interviewers to make live interviews more focused.
- Asynchronous interviewing Reduce calendar coordination by using recorded responses and structured rubrics that sync to Greenhouse.
- Candidate authentication Run ID checks and proctoring where authenticity is critical, such as certifications or remote onboarding roles.
- Offer decisioning Pull assessment scores and rubric summaries into scorecards to make faster, evidence-based offer decisions.
How the integration works technically: Feenyx connects to Greenhouse via APIs and webhooks. When a candidate reaches an assessment stage in Greenhouse the system triggers Feenyx to deliver the test. Results — including numeric scores, transcripts, video links and rubric comments — are pushed back into the candidate’s Greenhouse profile as attachments or custom fields. The integration supports multi-region deployments and English-language workflows out of the box.
Common questions about integration and deployment
Q: Is there an implementation fee?
A: No — the Feenyx partner implementation fee is listed as none. Integration typically follows standard API setup and account provisioning processes.
Q: How is candidate data protected?
A: Feenyx provides a privacy policy and supports secure data transfer; integration uses encrypted API calls and stores assessment artifacts in line with region-specific data handling standards.
Q: Can Feenyx prevent AI-imposter submissions?
A: Yes — a combination of ID verification, proctoring telemetry and behavior signals helps detect scripted or AI-generated responses before they reach interviewers.
Q: Which regions and company sizes are supported?
A: Feenyx supports North America, EMEA, APAC and South America and is suitable for companies of varying sizes (1-100+), with configurations for both small teams and scaled programs.
Q: Do assessment scores appear in Greenhouse reporting?
A: Yes — scores and rubric fields can be mapped into Greenhouse custom fields and included in reports and dashboards for longitudinal tracking.
Implementation checklist (practical steps): verify API credentials and permissions in Greenhouse; define assessment stages and choose which tests map to which jobs; configure rubric fields and score thresholds; enable ID verification and proctoring options where required; run pilot with a small hiring cohort; train recruiters and hiring managers to interpret artifacts; monitor first-month metrics and iterate.
Best practices for designing assessments and rubrics
- Make tasks job-relevant and time-boxed Short, realistic tasks that mirror daily responsibilities produce higher predictive validity than abstract puzzles.
- Use objective, granular rubrics Break scoring into clear criteria (e.g., correctness, approach, efficiency) so AI and human raters align.
- Combine asynchronous and live elements Use an initial asynchronous test to screen and reserve live interviews for deeper cultural or team-fit assessment.
- Pilot and calibrate Run a pilot to align scoring thresholds with hiring outcomes; calibrate with hiring managers to prevent false negatives.
- Communicate candidate experience Provide clear instructions, time estimates, and support channels to reduce drop-offs during assessments.
Metrics to track after deploying Feenyx + Greenhouse
| Metric | Why it matters |
|---|---|
| Time-to-hire | Captures speed improvements from automated screening and reduced live interview volume. |
| Interview-to-offer ratio | Shows whether pre-interview assessments improve the quality of candidates who reach interviews. |
| Candidate drop-off at assessment stage | Indicates if tests are too long or instructions unclear; helps refine candidate experience. |
| Assessment pass-to-performance correlation | Measures how well assessment scores predict on-the-job outcomes for continuous validation. |
| Incidents of suspected inauthentic submissions | Tracks effectiveness of proctoring and ID verification in preventing fraud. |
Common pitfalls and troubleshooting tips: mismatched rubric mapping will produce unreliable scorecards — keep a clear mapping table between Feenyx rubric items and Greenhouse fields. Overly long assessments increase candidate drop-off; aim for high-signal tasks under 45 minutes when possible. For synchronization errors, confirm webhook endpoints and API keys, and enable retry logging so failed pushes can be reprocessed.
Real-world use cases
- High-volume technical hiring Use automated coding assessments and AI scoring to sift large applicant pools and surface qualified engineers quickly.
- Remote customer-support roles Simulate customer interactions in a virtual job simulator and verify communication skills without scheduling dozens of live calls.
- Compliance-sensitive positions Keep auditable transcripts, verified IDs and proctored assessments to satisfy regulatory or internal audit requirements.
- Campus and early-career recruiting Run standardized skills challenges to compare candidates fairly at scale and populate a talent databank for future roles.
Feenyx + Greenhouse vs traditional resume-first hiring
Q: How is decision speed affected?
A: Integrating assessments into the ATS reduces manual screening time and typically halves time-to-evidence, enabling faster shortlist-to-offer cycles.
Q: What about data quality?
A: You move from inferred skills based on resumes to observed performance artifacts and scored outputs, improving the signal used for decisions.
Q: Does it reduce wasted interviewer time?
A: Yes — by filtering out non-qualified candidates earlier and providing interviewers with focused artifacts to review, live interview time is concentrated on high-probability hires.
ROI considerations: because Feenyx integrates directly with Greenhouse and has no partner implementation fee, initial costs center on seat/licenses and assessment design. Savings come from reduced manual grading, fewer unproductive interviews, lower candidate loss from slow processes, and faster time-to-fill. Track both direct time saved for recruiters and indirect gains such as improved offer acceptance when hiring cycles shorten.
Next steps to get started: audit current hiring stages in Greenhouse to identify where assessment artifacts will be most valuable, choose 1–2 roles for a 6–8 week pilot, map rubrics and score thresholds, and schedule training sessions for hiring managers. Use pilot metrics to expand coverage across job families.
Streamline resume screening with ZYTHR
Combine Feenyx assessment data with ZYTHR’s AI resume screening to save time and improve accuracy: ZYTHR pre-ranks resumes based on skills and experience so your team spends time only on candidates who pass both resume and assessment signals. Try ZYTHR to reduce screening hours and increase confidence in every shortlist.