McQuaig Integration for Greenhouse: Embed Personality, Cognitive, and Behavioral Assessments into Your ATS

The McQuaig integration for Greenhouse connects McQuaig’s psychometric and cognitive assessments directly into your Greenhouse recruiting workflow so you see validated candidate insights where you already evaluate applicants. Instead of toggling between platforms or relying solely on resumes and interviews, hiring teams receive standardized personality, cognitive, and behavioral data appended to each candidate profile in Greenhouse. This integration streamlines assessment delivery, automates invites and reminders, and synchronizes results with Greenhouse scorecards and job workflows. The combination is designed to reduce hiring uncertainty, speed up screening, and provide actionable development guidance before an offer is made.

What McQuaig measures and how it shows up in Greenhouse McQuaig delivers three core assessment types: personality/workstyle, cognitive ability, and role-specific behavioral insights. Personality outputs map to clear work-style descriptors (e.g., assertiveness, sociability, pace), cognitive results provide a measure of mental agility relative to role requirements, and behavioral reports translate scores into predicted on-the-job strengths and potential development areas. In Greenhouse, results are attached to the candidate timeline and visible in a dedicated assessment section and/or as a linked PDF report. Many teams surface summary scores in scorecards and configure pass/fail or banded thresholds to automate next steps in the interview pipeline.

Who benefits most from the McQuaig–Greenhouse integration

• Talent acquisition teams High-volume recruiting teams gain consistency and speed by automating invites, reminders, and result storage in Greenhouse.
• Hiring managers Managers get objective insights alongside resumes to make faster, evidence-based screening and interview decisions.
• People operations and L&D HR can use results to design targeted onboarding and development plans linked to an employee’s assessed strengths.
• Roles with high performance risk Positions where turnover or fit costs are high—sales, management, client-facing roles—see the most measurable ROI.
• Startups scaling hiring Smaller teams without deep recruiting processes can scale standardized assessment without adding headcount.

Key benefits and practical outcomes

• Improved hiring accuracy Validated psychometric scores reduce reliance on subjective judgments and correlate with on-the-job performance.
• Faster screening Automated invites and integrated results cut manual steps and reduce time-to-interview.
• Standardized evaluation Scorecards and thresholds create consistent pass/fail rules across roles and interviewers.
• Actionable onboarding cues Assessment reports include development prompts that speed new-hire ramp and manager coaching.
• Clear audit trail All assessment invites, responses, and reports are stored in Greenhouse for governance and reporting.

Integration workflow — what happens and who acts

Implementation checklist (practical steps to go live) 1) Configure API keys and authorize McQuaig in Greenhouse; 2) Map assessment templates to job types and configure which pipeline stage triggers an invite; 3) Define scoring bands and pass/fail rules for each role; 4) Train interviewers on interpreting reports and integrating findings into scorecards; 5) Pilot on a subset of roles, review results and tweak thresholds before enterprise rollout.

Best practices for using McQuaig results in interviews

• Calibrate hiring teams first Run sample candidate reviews to align on what specific scores mean for your roles — e.g., what cognitive score is acceptable for mid-level technical roles.
• Embed report cues into scorecards Add explicit score-based prompts to interviewers’ scorecards to standardize follow-up questions tied to assessment findings.
• Use assessments to prioritize, not to exclude Screen candidates efficiently by routing high-fit profiles for fast-tracked interviews while keeping ratings contextual.
• Combine data sources Cross-reference McQuaig outputs with structured interviews, work sample tests, and past performance to form a complete view.

Data security, privacy, and compliance considerations McQuaig assessments typically adhere to standard security and privacy frameworks; many deployments include SOC2-compliant hosting and standardized data processing agreements. When integrating with Greenhouse, ensure both vendors’ data retention and export settings meet your legal and audit requirements. Also confirm candidate consent language on the invite and document where assessment data is stored to satisfy internal compliance.

Metrics to track after integration

Common questions about the integration

Troubleshooting common issues

• Invite not delivered Check email templates, spam filters, and that the candidate’s contact record is valid in Greenhouse.
• Results not syncing Validate API credentials and ensure the mapping between McQuaig template IDs and Greenhouse job IDs is correct.
• Managers unsure how to use reports Run a quick training session with annotated examples tied to real job descriptions.
• High dropout rate on assessment Shorten the assessment window, clarify timing in the invite, and ensure mobile compatibility.

Practical ROI example A mid-market sales organization integrated McQuaig into Greenhouse for its quota-carrying roles. After a 90-day pilot, they reduced the number of interviews per hire by 25% and observed a 20% decrease in first-year turnover among hires who passed the McQuaig thresholds. The net effect was faster hiring cycles and lower replacement costs—enough to justify expanded rollout across other revenue-critical roles.

Calibrating scores and continuous improvement Start with conservative thresholds during pilot, then use actual hire outcomes to recalibrate bands quarterly. Track hire performance and turnover against assessment scores and adjust pass/fail rules or interview prompts. Continuous calibration keeps the assessment predictive power aligned with evolving role requirements and organizational changes.