Fortay + Greenhouse: Automate Culture-Fit Assessments to Reduce Screening Time

Fortay is a culture-scaling platform that captures the collective beliefs and values of your best employees and converts those signals into a short candidate assessment. When integrated with Greenhouse, Fortay moves cultural fit screening earlier in the hiring funnel so teams can identify candidates who align with the company’s behavioral profile before investing in technical interviews. This article explains how the Fortay integration for Greenhouse works, which teams benefit most, and the measurable benefits and operating practices to get value fast without disrupting existing ATS workflows.

At its core Fortay produces a culture-match score based on the responses of top performers in your organization; unlike psychometric persona tests it focuses on collective values rather than predefined personality buckets. The Greenhouse integration adds automation: invite candidates to take the Fortay survey from Greenhouse, receive scores and pass/fail tags, and use those signals to route, prioritize, or remove candidates in the ATS.

What the Fortay–Greenhouse integration does

• Automated candidate invites Triggers Fortay survey invitations from Greenhouse at a defined stage (e.g., after application or before phone screen).
• Score & tag mapping Returns a culture-fit score and standardized tags into the candidate profile so recruiters can filter and sort by match level.
• Workflow automation Enables Greenhouse automations (move to next stage, reject, notify hiring manager) based on Fortay outcomes via webhooks or Harvest API.
• Reporting data sync Streams Fortay responses and aggregated cohort metrics into Greenhouse or BI tools for post-hire analysis.

Who needs this integration? Talent acquisition teams that want to reduce time-to-hire and screening load usually get the most immediate value. Hiring managers in high-volume roles, early-stage startups scaling headcount, and enterprises looking to operationalize culture signals across dozens of requisitions all benefit. The integration is particularly useful where cultural fit is a gating factor ahead of technical screening.

Quick method comparison

Key benefits of using Fortay inside Greenhouse

• Faster initial screening Surface candidates who match your culture profile within minutes and automatically reduce the volume of low-fit candidates passed to interviews.
• Objective, data-driven signals Use standardized scores rather than subjective impressions to make early reject/pass decisions.
• Lower cost per hire By removing unsuitable candidates early, teams can reduce recruiter and interviewer hours spent per role.
• Consistent process at scale Apply the same cultural filter across roles and locations, and retain audit-ready data for hiring reviews.

Typical Greenhouse workflow with Fortay integrated: a candidate applies, Greenhouse triggers a Fortay invite at your chosen stage, the candidate completes the 5-minute survey, and Fortay returns a score and tag. Recruiters see the result on the candidate page and can use automation rules to move candidates forward, schedule interviews, or reject automatically. The same data can feed hiring analytics to measure correlation between Fortay scores and later performance or retention.

Implementation checklist (high-level)

• Enable integration Install Fortay from the Greenhouse marketplace or set up API/harvest credentials.
• Define trigger stage Decide when candidates receive the survey (application received, screen stage, or custom stage).
• Map score thresholds Set pass/fail and priority thresholds that align to your hiring tolerance and downstream interviews.
• Configure automations Create Greenhouse workflow rules or webhooks to act on Fortay tags (e.g., schedule, reject, notify).
• Train users & document Provide recruiter and hiring manager guides for interpreting Fortay scores and integrating them with technical assessments.

Metrics to track after launch

Frequently asked questions

Risks and limitations to be explicit about: Fortay is a culture-fit signal not a definitive hiring decision. Over-reliance on any single automated input can introduce blind spots, so pair Fortay results with technical assessments and structured interviews. Ensure privacy and consent are handled per local regulations when collecting candidate responses, and maintain transparent documentation for hiring panels.

Practical Greenhouse automations you can build with Fortay data

• Auto-schedule high-match candidates When Fortay returns a high-match tag, trigger a calendar invite for the initial technical screen to speed the pipeline.
• Early rejection for very low-fit Automatically move candidates with a low Fortay score to a 'declined' disposition after human review or notification.
• Notify hiring managers Send an automated summary email to the hiring manager when a candidate exceeds the priority threshold.
• Segment reporting Tag candidates by team benchmark to produce per-role cohort reports in Greenhouse or BI tools.

Real customers describe practical outcomes: one CTO said Fortay became their primary initial screen and cut down time spent on low-match candidates by prompting surveys before first discussions. Another client reported Fortay helped identify mismatched team fits early and saved an average of 10–20 hours per role by removing unsuitable candidates prior to technical assessment. These results show how culture screening, when operationalized, reduces recruiter and interviewer time while preserving time for high-potential candidates.

Next steps: run a pilot with a small set of roles, instrument the metrics above, and tune score thresholds over a 4–8 week window. Use the pilot to validate correlation with interview outcomes and early performance, then expand the integration and automation patterns that produced the best ROI.