InHerSight–Greenhouse Integration: Automate Job Distribution, Improve Candidate Matching, and Measure Recruitment KPIs

The InHerSight integration for Greenhouse connects your applicant tracking workflow to InHerSight’s employer platform so open roles, employer profile content, and performance metrics stay synchronized and visible to InHerSight’s candidate audience. This reduces manual posting work, ensures accuracy of job listings, and makes it easier for hiring teams to reach professional women who use InHerSight to evaluate potential employers. This guide explains what the integration does, which teams and company sizes get the most value, measurable benefits to expect, implementation steps, common issues and fixes, and how to track ROI using recruiting KPIs.

What the integration does at a glance: it syncs open jobs from Greenhouse to your InHerSight employer profile, keeps job status updated (open, closed), enables InHerSight’s matching engine to source candidates, and surfaces job performance and reach metrics back in the InHerSight employer admin. The integration supports job distribution, profile storytelling features, and the reporting needed to evaluate campaign performance without duplicate data entry.

Who needs this integration (primary buyer personas)

• Talent acquisition teams Recruiters and TA leads who use Greenhouse to manage requisitions and want to reduce manual job posting while improving visibility to InHerSight’s candidate pool.
• Employer branding and recruitment marketing Teams responsible for employer profiles and storytelling that want a single source-of-truth for jobs and to leverage InHerSight’s editorial and branding channels.
• Hiring managers in high-volume or specialized hiring Managers who need faster candidate flow and consistent job visibility across niche channels without extra operational overhead.
• People analytics and workforce planning Teams tracking source-of-hire, time-to-fill, and channel performance for specific candidate segments and looking for integrated reporting.
• Companies of varied size From startups to enterprise (1–100 to 10,000+ employees), especially organizations actively recruiting women professionals or optimizing employer profile content.

Core integration features (what you get)

• Automatic job sync Jobs created or updated in Greenhouse are pushed to your InHerSight profile, including title, location, description, and status changes.
• Candidate matching and sourcing InHerSight’s matching engine identifies and surfaces women candidates whose preferences align with your posted roles.
• Performance reporting Job reach, click-through, application rates, and matched candidate activity are visible in the InHerSight employer admin.
• Profile storytelling & editorial placement Rich employer profile capabilities let you display benefits, perks, values, and editorial content; jobs remain linked and discoverable from that profile.
• No partner implementation fee For eligible partners the integration setup does not require an implementation fee, simplifying procurement and time-to-live.

How the Greenhouse integration works technically: InHerSight connects via Greenhouse’s API to pull job feeds and status fields. Typical fields synchronized include job title, location, department, remote/hybrid flags, job description, requisition ID, and open/closed status. Once jobs are pulled, InHerSight’s platform indexes them and runs matching algorithms against candidate signals in its database.

Typical pre- and post-integration outcomes (expected improvements)

Implementation checklist — step-by-step

• Confirm Greenhouse permissions Ensure API access and proper permissions are enabled for job read and status update calls.
• Map job fields Validate that job titles, locations, remote flags, and descriptions are in standardized fields so InHerSight ingests them cleanly.
• Set status mapping rules Decide which Greenhouse statuses (e.g., open, closed, paused) map to visible or hidden states in InHerSight.
• Optimize employer profile Prepare benefits, perks, and editorial content so the profile presents a complete view when jobs are live.
• Test and validate Push a sample job, confirm display on InHerSight, check tracking parameters, and validate performance metrics in admin.
• Monitor and iterate Review reach and application metrics weekly for the first 60–90 days and adjust job copy or targeting accordingly.

Common questions about the Greenhouse–InHerSight integration

Best practices for job postings and profile optimization: keep titles standardized (avoid internal jargon), include clear location and remote-work details, surface top benefits and job-level reporting lines in the description, and use bullet lists for key qualifications and responsibilities. On the employer profile, prioritize up-to-date benefits, clear company values in factual terms, and measurable program descriptions (for example, leave policies, flexible hours, and career development programs).

Measurable benefits and KPIs to track after integration

• Time-to-fill Measure whether synced jobs reduce average days-to-hire compared to prior channels.
• Application rate per view (conversion) Track click-to-apply ratios originating from InHerSight versus other sources.
• Quality of applicants Compare interview rate and offer-rate for candidates sourced via InHerSight matches.
• Source-of-hire attribution Validate hires attributed to InHerSight to estimate cost-per-hire and ROI.
• Operational time saved Estimate recruiter hours saved by removing manual posting and updating across channels.

Common issues during integration and practical fixes

Costs, support, and company fit: InHerSight lists a variety of partner pricing and for many partners there is no implementation fee. Support is provided through InHerSight’s employer partner teams who assist with profile optimization, job feed setup, and campaign performance reviews. This integration fits companies that prioritize streamlined operations for posting jobs and organizations seeking better visibility into a candidate audience that uses employer profiles to evaluate opportunities.

Use cases and an example ROI scenario: a mid-sized company (1,001–10,000 employees) reduced manual posting time by 60% and saw a 15% lift in application conversion from InHerSight-sourced jobs after standardizing job templates and enabling matching. If average recruiter hourly cost is $60 and the team saved 200 hours annually on postings and follow-ups, that’s $12,000 in operational savings plus improved time-to-fill that can reduce vacancy costs. Tracking hires attributed to InHerSight completes the ROI picture.