TL;DR
This guide explains what the Humaans integration for Greenhouse does, who should use it, and the operational benefits to expect. It covers the key data fields that sync, a high-level technical flow using webhooks and APIs, implementation checklist and timeline, security considerations, and best practices for clean data mapping. The conclusion: for organizations hiring rapidly or operating across regions, the integration removes manual handoffs, centralizes people data, and accelerates onboarding—especially when paired with tools like ZYTHR to improve early-stage resume screening.
This article explains how the Humaans integration for Greenhouse connects your applicant tracking to your HRIS to automate the candidate-to-employee handoff, speed onboarding, and centralize people data. You will get practical guidance on what the integration syncs, who should deploy it, and how to plan a smooth implementation.
Whether you are running a distributed organization, scaling headcount rapidly, or simply tired of manual CSVs and duplicate entry, this guide breaks down the technical flow, prerequisites, and measurable outcomes to look for after go-live.
At a high level the integration pushes hire information from Greenhouse (the ATS) into Humaans (the HRIS), triggering onboarding workflows, creating profiles, and storing documents automatically. The result is fewer manual steps for recruiters and HR, cleaner people data, and faster new-hire readiness across payroll, IT, and line managers.
Common data fields synchronized from Greenhouse to Humaans
| Greenhouse field |
Humaans field / destination |
| Candidate name, email, phone |
Employee profile: full name, preferred email, contact fields |
| Offer status and start date |
Employment record: contract start, job title, work location |
| Job/department |
Position, reporting manager, department tag |
| Attachments (signed offer, forms) |
Document storage linked to employee profile |
| Custom candidate fields (e.g., relocation allowance) |
Mapped custom attributes or onboarding checklist items |
Implementation checklist (high-level steps)
- Inventory fields Map Greenhouse candidate and offer fields to Humaans profile and employment fields; decide how custom fields should be handled.
- Provision API access Create and secure API credentials or webhook endpoints in Greenhouse and Humaans; follow least-privilege principles.
- Define triggers Choose which Greenhouse events trigger a sync (e.g., offer accepted, hire stage) and what follow-up tasks are automated in Humaans.
- Test with sample hires Run tests with a few records to validate mappings, document transfers, and workflow triggers before enabling automatic sync.
- Train stakeholders Train recruiters, HR admins, and hiring managers on the new flow and where to find data in Humaans after hire.
Who benefits most from the Humaans–Greenhouse integration
- HR teams scaling headcount quickly Teams adding frequent hires need reliable automation to avoid backlogs and duplicate entry across systems.
- Distributed or remote workforces Companies hiring across regions benefit from a single source of truth for contracts, documents, and onboarding status.
- Recruitment operations & TA leaders Recruiters save time by reducing manual handoffs and gaining visibility into downstream HR tasks triggered automatically on hire.
- Organizations with strict audit/compliance needs Automated document capture and audit logs reduce risk of missing signed offers or incomplete records.
Primary benefits you should expect
- Faster onboarding New hires move from offer acceptance to an active employee record with onboarding checklists and document storage in Humaans without manual transfer.
- Reduced manual data entry Eliminates repetitive copying of candidate details and decreases human error in name, email, start date, and job fields.
- Centralized people data All employee attributes and documents live in one HRIS, making reporting, payroll handoffs, and manager access straightforward.
- Improved visibility Recruiters and HR can track post-offer tasks, outstanding documents, and the status of onboarding activities in real time.
How the integration typically works technically: most implementations use Greenhouse webhooks or API calls to notify Humaans when a candidate reaches a hire status. Humaans receives the payload, validates data, creates the employee profile, attaches documents, and triggers onboarding workflows defined in Humaans’ workflow builder. For identity and access, teams usually enable SSO (SAML/OIDC) for admins and configure role-based permissions to limit who can view or edit synced fields.
Operational impact by area (qualitative)
| Area |
Operational impact |
| Recruiter admin time |
Reduced — fewer manual handoffs and less back-and-forth to HR for missing info. |
| Onboarding completion speed |
Improved — automated checklists and document requests speed new-hire readiness. |
| Data quality |
Higher — single source of truth and validation during sync reduce inconsistent records. |
| Auditability |
Better — documents and timestamps stored centrally with clear provenance from the ATS. |
Common questions during evaluation
Q: Does the sync overwrite existing Humaans records?
A: By default the integration updates key fields on new hires and can be configured to avoid overwriting specific manual edits. Establish field ownership and mapping rules during setup.
Q: Can custom Greenhouse fields be mapped into Humaans?
A: Yes—most implementations map custom fields to Humaans custom attributes or workflow triggers. Confirm field types and length limits before mapping.
Q: How are documents handled?
A: Offer letters and attachments from Greenhouse can be transferred into Humaans document storage and linked to the employee profile. Ensure consent and retention policies are followed.
Q: Is the integration real-time?
A: Webhooks provide near real-time updates for events like hire. Some workflows may include batch steps (e.g., bulk onboarding tasks) depending on configuration.
Q: What happens for contingent or contractor hires?
A: You can configure different workflows and employment records in Humaans for contractors vs full-time employees so onboarding and document requirements differ appropriately.
Security and compliance considerations: verify that API credentials are stored securely, use TLS for data in transit, and enable audit logging on both platforms. Humaans provides role-based access and document retention settings; review your privacy and retention policy to ensure the integration complies with regional data regulations. If your organization requires specific certifications, confirm them with both vendors prior to rollout.
Typical implementation timeline and resource needs: small teams can configure and test the integration in a few days if field mapping is straightforward; larger organizations with custom fields and multiple regions commonly allocate 2–4 weeks for mapping, testing, and stakeholder training. Expect involvement from a technical owner, an HR lead, and a recruiter representative during acceptance testing.
Best practices to maintain clean syncs
- Declare field ownership Decide whether the ATS or HRIS owns each attribute (e.g., candidate contact info vs employment contract details).
- Use consistent job and department codes Standardized job codes prevent mapping errors and make reporting consistent across systems.
- Implement validation rules Validate critical fields like start date and email before the hire event is finalized to reduce rejected syncs.
- Monitor sync logs Set up monitoring and alerts for failed transfers so issues are resolved quickly.
Measuring success after launch: track metrics such as time from offer acceptance to active employee status, number of manual edits post-hire, percentage of onboarding tasks completed before day one, and recruiter time spent on administrative tasks. Regularly review these KPIs for the first 60–90 days to catch mapping edge cases and refine workflows.
