Jobma ATS Integration: Video Interviews, Digital Assessments, and AI Proctoring

The Jobma integration for Greenhouse connects Jobma’s digital interviewing tools directly into Greenhouse’s candidate workflows, enabling recruiters to launch one-way video interviews, digital assessments, and AI proctoring without leaving the ATS. This article explains what the integration delivers, who should consider it, and the practical benefits and operational considerations for talent teams. Read on for a practical look at capabilities, implementation details, best practices, metrics to track, and a simple decision checklist so you can evaluate whether combining Jobma and Greenhouse fits your hiring volume, geography, and assessment needs.

Core capabilities at a glance

• One-way (asynchronous) video interviews Create and send one-way video interview tasks from Greenhouse so candidates record responses on their own schedule; recordings appear in Jobma for on-demand review.
• Digital assessments Configure timed or untimed digital assessment tasks (skills tests, situational judgement, coding snippets) and invite candidates directly through the ATS workflow.
• AI proctoring Capture proctoring metadata—screen events, audio/video flags, and behavior indicators—to help verify test integrity during remote assessments.
• Global language and regional support Supports 16 languages and is available across APAC, EMEA, North and South America, making it suitable for multinational hiring programs.
• Seamless ATS experience Because the integration lives inside Greenhouse, recruiters keep a single workflow for invites, reminders, and candidate status updates.

Integration mechanics: After admins install the Jobma app in Greenhouse and authorize API access, recruiters add Jobma interview tasks to job stage workflows. Candidate invitations, reminders, and completion markers are synchronized between systems so scoring and interview recordings are attached to the candidate profile in Greenhouse. On the candidate side, the experience is a hosted Jobma session launched from the email or ATS link; completed recordings and assessment files are stored in Jobma and linked back to Greenhouse for reviewer access.

Feature-to-benefit mapping

Who benefits most from Jobma + Greenhouse

• High-volume hiring teams Recruiters managing many applicants (customer service, retail, campus hiring) who need to screen hundreds to thousands of resumes efficiently.
• Distributed or remote-first companies Organizations with geographically dispersed candidates that prefer asynchronous interviews to simplify scheduling.
• Global enterprises Companies hiring across multiple regions that need multi-language support and consistent assessment workflows.
• Compliance-conscious assessment programs Teams that require proctoring metadata and audit trails for remote testing and credential verification.
• SMBs scaling recruiting operations Smaller companies looking to add digital assessments and interviewing capabilities quickly without building internal tooling.

Implementation considerations: Jobma’s partner setup requires no partner implementation fee, which lowers the upfront cost. Admins should verify API scopes, data retention settings, and language packs during setup. Review Jobma’s privacy policy and Greenhouse support resources to confirm data flow and candidate notice obligations for your region. Also confirm which Greenhouse stages will trigger Jobma tasks, how interviewer scoring maps back to Greenhouse, and whether your security team needs a dedicated data processing addendum before enabling proctoring features.

Regions and typical company-size use cases

Operational best practices for recruiters

• Design concise prompts Limit one-way interview prompts to 3–5 focused questions and set clear time limits per response to improve candidate completion rates and reviewer efficiency.
• Standardize scoring rubrics Use consistent rubrics across roles so Hiring Managers can compare recordings and assessment scores objectively in Greenhouse.
• Communicate proctoring intent Tell candidates when proctoring is active and what behaviors might trigger flags to reduce confusion and false positives.
• Test candidate tech before launch Provide a short system check link so candidates can verify camera, microphone, and browser compatibility to lower drop-offs.

Common questions about the integration

Key metrics to track after launch: To measure impact, monitor screening completion rate (invitations sent versus completed tasks), time-to-first-screen (how long until a candidate’s video/assessment is available to reviewers), assessment pass rates by role, reviewer time per candidate, and proctoring flag rates with manual review outcomes. These metrics reveal whether the integration reduces administrative workload and improves the quality of candidates advanced to interviews.

Risks and practical mitigations

• False proctoring flags Mitigation: review flagged sessions manually and set conservative thresholds initially to avoid discarding valid candidates.
• Candidate tech failures Mitigation: offer troubleshooting guidance and a short alternative (phone interview or reschedule) for candidates with persistent issues.
• Inconsistent assessment design Mitigation: pilot assessments with a small group, calibrate rubrics, and adjust item difficulty based on results before wide rollout.

Sample scenario — scaling customer-support hiring: A retail client hires 200 CS reps quarterly. They add a 10-minute Jobma one-way interview plus a 20-minute digital assessment to the application flow. Recruiters eliminate an initial phone-screen step and batch-review candidate recordings, cutting scheduling time by ~60% and improving interview-to-hire ratio by filtering out unqualified applicants earlier in the funnel. That scenario is repeatable: combine concise prompts, clear rubrics, and proctoring only for higher-stakes tests to capture time and cost savings without hindering candidate experience.

Resources to consult during evaluation

Decision checklist before adopting: Confirm hiring volume and current time spent on scheduling and initial screens; identify roles where asynchronous interviews and assessments can replace phone screens; validate language coverage and proctoring needs; confirm no partner implementation fee aligns with budget; and run a short pilot to measure completion rates and reviewer time savings. If the pilot shows reduced time-to-hire and higher-quality shortlists, the integration is likely a fit for scaling or distributed hiring teams.