Integrating Harver with Greenhouse to automate screening and scale high-volume hiring

The Harver integration for Greenhouse connects Harver’s volume-hiring assessment and automation platform directly into Greenhouse’s applicant tracking system (ATS) to deliver an end-to-end, data-driven hiring funnel. The integration synchronizes candidate records, assessment results, and automated progression rules so recruiters can assess high volumes of applicants with consistent, structured data inside Greenhouse. This article explains what the integration does, who should use it, and the key operational and business benefits. It includes implementation steps, sample automation rules, technical prerequisites, metrics to track, and practical best practices for deployment at scale.

At a high level, Harver replaces manual screening with standardized assessments and two-way matching, while Greenhouse retains its ATS functions such as job configuration, interview scheduling, and offer flow. The integration preserves the single source of truth in Greenhouse by pushing Harver assessment scores and disposition triggers back to candidate profiles. Read on for concrete examples—how candidate data flows between systems, typical automation use cases, measurable KPIs to expect after adoption, and a rollout checklist to reduce friction during implementation.

Core capabilities delivered by the Harver–Greenhouse integration

• Automated candidate sync Candidate profiles created in Harver are automatically matched to Greenhouse prospects or new applications; key fields (name, email, job applied to) and Harver assessment IDs are synchronized.
• Assessment score export Harver assessment results, sub-scores, and overall match percentage are pushed into Greenhouse custom fields and visible on candidate profiles for recruiters and hiring managers.
• Trigger-based progression Customizable automation rules in Harver trigger Greenhouse status changes (e.g., Move to Phone Screen, Rejected) based on assessment thresholds and business logic.
• Single audit trail All assessment timestamps and disposition decisions remain auditable within Greenhouse, preserving compliance and reporting continuity.
• Branded candidate experience Harver delivers branded pre-hire experiences (videos, job previews, scenario tasks) while maintaining application records and disposition control in Greenhouse.

Who should consider this integration

• High-volume front-line hiring teams Operations hiring hundreds to thousands of hourly or entry-level roles per month that need consistent, fast screening to make quick offers.
• Teams prioritizing structured assessments Organizations that want behaviorally-anchored, standardized evaluations rather than ad-hoc resume reviews to reduce variability in selection.
• Recruiters needing automation at scale Companies that want to reduce manual screening work by routing candidates automatically through the funnel based on quantifiable match scores.
• Enterprises tracking high-volume KPIs HR analytics teams that require per-role conversion metrics, assessment-to-hire ratios, and time-to-hire at scale for operational optimization.

Typical data flow between Harver and Greenhouse

Sample automation rules you can implement

• Auto-advance qualified candidates If Harver overall match ≥ 80% and role-specific competency sub-scores meet thresholds, automatically move candidate to 'Phone Screen' stage in Greenhouse and send recruiter notification.
• Auto-reject low-fit applicants If Harver match ≤ 30% and critical safety or compliance assessments fail, mark as 'Rejected - Low Fit' and send a rejection email with next steps.
• Flag for human review When candidates show conflicting signals (high technical score but low behavioral fit), create a flagged task in Greenhouse for a recruiter to review before advancing.
• Conditional scheduling For candidates passing assessments, automatically create a scheduling request or pre-book interview slots via Greenhouse calendar integrations.

Implementation typically follows a phased approach: configure Harver for each job family, map Harver output fields to Greenhouse custom fields, establish webhooks for status changes, run a pilot on a subset of roles, and then scale. Expect initial configuration to take 2–6 weeks depending on role complexity and the number of job templates. Key stakeholders include talent acquisition operations, IT (for API/webhook setup), hiring managers (to define competency thresholds), and legal/compliance for audit and data retention policies.

Technical requirements and security considerations: you will need API keys for both Harver and Greenhouse, secure webhook endpoints, and a field-mapping plan for custom candidate fields. Ensure data encryption in transit, role-based access control in both systems, and audit logging for dispositions and assessment results. Harver and Greenhouse integrations should follow existing corporate security policies—review data retention rules, PII handling, and ensure the integration complies with regional regulations (e.g., GDPR, CCPA) where applicable.

KPIs and metrics to measure success after integration

• Time-to-screen Average time from application to disposition after Harver screening is implemented—expect significant reductions due to automation.
• Assessment-to-hire ratio Percentage of candidates who pass Harver assessments and are ultimately hired; helps validate assessment thresholds.
• Recruiter throughput Number of candidates processed per recruiter per week—automation should increase throughput without quality loss.
• Offer acceptance rate Measure whether better matching correlates with higher offer acceptance and better initial retention.
• Automation accuracy Track false positives/negatives by sampling candidates auto-advanced or auto-rejected and reviewing recruiter overrides.

Example ROI calculation: a 500-role annual hiring volume with an average of 10 applicants per role. If Harver + Greenhouse automation reduces manual screening time by 5 minutes per applicant, that saves ~4,167 recruiter hours annually. At an average loaded recruiter cost of $40/hour, that equates to ~$166k in labor savings—add improved time-to-fill and reduced unqualified interviews for further gains. The ROI improves as volume increases and as automation thresholds are tuned to the organization’s quality bar.

Best practices for a smooth deployment

• Start with a pilot Choose 1–3 high-volume roles to validate assessment design, score thresholds, and webhook behaviors before broader rollout.
• Define clear thresholds Set pass/fail and auto-advance thresholds based on historical hire profiles and iterate using live data.
• Maintain human-in-the-loop for edge cases Create review queues for borderline or conflicting assessments rather than relying solely on binary automation.
• Train recruiting and hiring teams Ensure teams understand what each Harver score means and how to interpret behavioral sub-scores in Greenhouse profiles.
• Monitor and recalibrate Regularly review automation accuracy and hiring outcomes; update assessments and thresholds quarterly or after significant role changes.

Common questions and troubleshooting

Harver + Greenhouse vs Greenhouse alone

A short implementation vignette: a national retail chain replaced manual resume screens for entry-level hires with Harver assessments integrated into Greenhouse. After piloting, they auto-advanced 60% of applicants, cut time-to-fill by 35%, and reduced recruiter time spent on initial screening by 70%—allowing recruiters to focus on interviewing and offer conversion. This example illustrates how consistent assessment design and well-calibrated automation rules translate to operational velocity and better allocation of recruiter time.

Pre-launch checklist

• Map fields Define custom Greenhouse fields for Harver scores, sub-scores, and disposition tags.
• API & webhook test Validate API connectivity and webhook handling in a sandbox environment.
• Pilot roles Select pilot roles, run live applicants through Harver, and review outcomes with hiring managers.
• Communication plan Prepare recruiter guidance, candidate messaging templates, and escalation paths for flagged candidates.
• Monitoring dashboard Create Greenhouse and Harver dashboards for real-time KPI tracking (time-to-screen, pass rates, automation overrides).