HireVue and Greenhouse integration guide: structured video interviews, assessments, privacy, metrics, and ROI

The HireVue Hiring Platform integration for Greenhouse connects structured video interviewing, on-demand assessments, and automated candidate workflows directly into your Greenhouse recruiting pipeline. That combination lets talent teams move candidates from application to interview more quickly and consistently by automating interview invites, storing interview recordings and scores in Greenhouse, and providing standardized evaluation data recruiters and hiring managers can act on. This article explains how the integration works, which hiring teams get the most value from it, practical implementation steps, measurable benefits, and real-world execution tips so you can decide whether to add HireVue to your Greenhouse stack and how to capture ROI fast.

How the integration works: once enabled, HireVue adds an interview stage inside Greenhouse; recruiters trigger OnDemand invites or live sessions directly from a candidate profile, and interview results, transcripts, and assessment scores sync back into Greenhouse. You keep Greenhouse as the single source of truth for candidate status while gaining HireVue’s interview recordings, structured scoring rubrics, and game-based or skill assessments as additional data points.

Key features of the HireVue–Greenhouse integration

• OnDemand video interviews Candidates record answers to a fixed set of questions at any time and from any device; responses are available for asynchronous review inside Greenhouse.
• Automated interview invites and reminders Triggers and templates reduce manual scheduling work and increase candidate completion rates with email/SMS reminders.
• Assessment types Includes structured interviews, game-based cognitive assessments, and role-specific skill tests that feed objective scores into candidate profiles.
• Structured scoring and rubrics Consistent rating scales and predefined competencies are attached to interviews to make comparisons more reliable.
• Centralized data sync Recordings, transcripts, and numeric scores are stored in Greenhouse against the candidate record for auditability and reporting.

Who benefits most from this integration

• High-volume hiring teams Recruiters scaling seasonal or volume hiring reduce phone-screen bottlenecks by replacing live screens with on-demand interviews.
• Distributed or global teams Hiring across time zones gains consistency because candidates can complete interviews 24/7 and hiring managers review on their own schedules.
• Roles needing skill verification Technical, customer-facing, or sales roles benefit from game-based and skill assessments that measure job-relevant capabilities beyond resumes.
• Organizations seeking standardization Teams who want repeatable, auditable evaluation processes across locations or multiple interviewers will find structured questions and rubrics useful.

Core operational benefits you can expect

• Faster screening Automating invites and replacing phone screens speeds early-stage evaluation and shortens time-to-hire.
• More consistent evaluations Standard questions and scoring rubrics reduce variability between interviewers, improving comparability of candidates.
• Better data for decisions Video recordings, transcripts, and assessment scores add objective inputs to hiring decisions and to Greenhouse reports.
• Improved candidate experience On-demand interviews let candidates participate when convenient and receive clearer instructions and reminders.

Typical implementation steps

Technical requirements & compatibility: to run the integration you need active accounts in both Greenhouse and HireVue, administrative access to configure API keys or marketplace connections, and support for modern browsers on candidate devices (mobile and desktop). HireVue supports multiple languages and regions and stores recordings and scores back into Greenhouse so the platform remains the central ATS.

Data flow and privacy considerations: candidate consent and transparency are critical. HireVue’s privacy policy and Greenhouse’s support documentation outline data retention, where videos are stored, and how assessment data is used. Before rollout, confirm retention timelines, data residency rules for your regions, and that candidate notices and consent mechanisms are included in your application flow.

Practical use cases and examples

• Retail seasonal hiring Retailers screen thousands of applicants quickly by replacing phone screens with a 3-question OnDemand interview plus a short situational judgment assessment.
• Global talent acquisition Distributed engineering teams standardize initial interviews to compare candidates across offices in different countries.
• Customer service roles Evaluate communication skills and role-play scenarios through recorded responses and scripted scoring rubrics.

Key metrics to track after launch

• Interview completion rate Percentage of invited candidates who complete OnDemand interviews — low rates indicate friction or unclear instructions.
• Time-to-first-screen How long from application to completed initial screen — expect this to drop significantly after automation.
• Reduction in live phone screens Measure hours saved by replacing manual phone screens with recorded interviews.
• Candidate-to-offer conversion Track whether the quality of hires changes after adding assessments and structured interviews.

Best practices for recruiters and hiring managers

• Standardize question sets Use role-specific question banks and scoring rubrics to ensure comparability across candidates.
• Calibrate raters Run score calibration sessions so interviewers align on rubric interpretations and avoid score inflation or drift.
• Provide clear candidate instructions Give examples, time limits, and tech tips to reduce drop-offs and improve answer quality.
• Combine signals Use HireVue interview scores alongside Greenhouse resume data — don’t rely on a single measure.

Common pitfalls and how to fix them

How HireVue + Greenhouse compares to common alternatives

Simple ROI example (hypothetical)

Decision checklist before you adopt

• Confirm volume and pain points Do you have enough early-stage candidates or inconsistent screening to justify automation?
• Pilot scope Choose one or two roles with measurable KPIs (completion rate, time-to-hire) for the pilot.
• Privacy and legal review Validate data residency, retention, and candidate consent requirements with legal.
• Training plan Schedule calibration and interviewer training before wider rollout.