myInterview Integration with Greenhouse: Automate Video, Text, and Multiple-Choice Assessments in Your ATS

myInterview's integration with Greenhouse extends structured, video-rich candidate interactions directly into the applicant tracking workflow. By embedding video, text and multiple-choice assessments inside Greenhouse candidate profiles, the integration helps hiring teams move beyond CV-first screening and capture behavioral and communication signals earlier in the funnel. This article explains how the integration works, who gains the most value, and the measurable advantages recruiters and hiring managers can expect. It also includes implementation steps, recommended measurement metrics, and practical best practices to get a fast, reliable deployment.

How the integration works in practice: myInterview invites and assessment links are generated and sent from a job or candidate record inside Greenhouse; candidate responses and media are recorded in myInterview and surfaced back to Greenhouse as attachments, scorecards, and structured metadata. That keeps your ATS as the single source of truth while adding richer, asynchronous candidate data for screening and qualification.

Core capabilities unlocked by the integration

• Automated invite and tracking Create and send myInterview invitations from Greenhouse; invites and completion statuses sync back so recruiters see who started, completed, or dropped out without switching platforms.
• Embedded candidate media Candidate video answers, text responses and multiple-choice results attach to the candidate profile in Greenhouse for side-by-side review with the resume and scorecards.
• Pre-configured workflows Map myInterview assessments to stages in Greenhouse pipelines so completing an assessment can automatically move candidates to the next stage, add tags, or trigger notifications.
• Structured scoring and metadata Response data is returned as structured fields (scores, tags, response durations) for filtering, shortlist exports, and reporting inside Greenhouse.
• Localized candidate experience Support for multiple languages and device types ensures the candidate flow works on mobile and desktop across regions, with 24/7 candidate support available from myInterview.

Key myInterview features recruiters use most

• Interactive application flows Customizable sequences of video, text and multiple-choice prompts that mirror role requirements and brand messaging.
• Mobile-first assessments Candidate flows designed to run smoothly on phones, minimizing drop-off and increasing completions from passive channels.
• Employer branding and candidate instructions Branded intro screens and clear candidate guidance reduce friction and set expectations for response length and format.
• Quick qualification exercises Short, role-specific tasks (e.g., situational prompts, competency checks) that deliver actionable signals in minutes, not hours.
• Human support for candidates 24/7 live support helps candidates resolve technical issues, improving completion rates and candidate experience.

Who benefits most from this integration: recruiting teams that need faster, standardized early-stage screening, hiring managers who want richer data to triage candidates and volume roles where asynchronous video reduces scheduling overhead. Organizations hiring across multiple geographies, hiring managers with limited interview bandwidth, and teams focused on improving candidate conversion rates at the top of the funnel will see the clearest impact.

Use-case examples across job types

Implementation steps to connect myInterview with Greenhouse

• Confirm account readiness Ensure admin access in both Greenhouse and myInterview, and identify the initial jobs or pipelines to pilot.
• Generate API credentials Create secure integration keys in Greenhouse and enter them in the myInterview integration settings; follow vendor docs for OAuth or token setup.
• Map assessments to job templates Define which myInterview assessment corresponds to each job template and map fields that should return to candidate profiles.
• Set workflow rules Decide whether assessment completion auto-advances stage, adds tags, or triggers notifications; document expected behaviors.
• Pilot and validate data flow Run 10–20 live invites, verify media attachments, scores, and status syncs correctly, then adjust prompts or timings.
• Train hiring teams Share quick reference guides on where to find video responses in Greenhouse, how to score them, and how to act on results.
• Monitor and iterate Track completion, drop-off, and reviewer time savings for the first 60–90 days and refine prompts and workflows based on data.

Security and compliance considerations: myInterview emphasizes secure handling of candidate media and structured data. Organizations should verify data residency and storage policies that meet their legal and GDPR requirements, review retention settings for candidate media, and confirm that access controls align with their Greenhouse permissions model. The integration does not require a partner implementation fee and supports multiple languages for global use.

Metrics to track after deployment

Best practices for recruiters using video screening

• Keep prompts short and specific Limit each prompt to one clear task and recommend a 60–90 second answer window to reduce candidate burden and simplify scoring.
• Provide model answers and scoring rubrics Share example responses and a consistent rubric with hiring managers to standardize evaluation and reduce reviewer variance.
• Optimize for mobile Test flows on different devices, add explicit guidance on camera, lighting and background, and enable retry where appropriate.
• Use branded intros A clear, branded introduction increases completion rates and sets expectations.
• Limit the number of mandatory steps Prioritize the few assessments that provide the most predictive value for the role to avoid unnecessary candidate friction.

Common pitfalls and how to avoid them: avoid overloading candidates with long or ambiguous prompts, which increases drop-off; don't deploy without a scoring rubric, which leads to inconsistent decision-making; and validate that audio/video playback and attachments reliably surface in Greenhouse before broad rollout. Pilots with clear success criteria reduce the risk of long-term issues.

Common questions about myInterview + Greenhouse integration

Measuring ROI: time saved and quality improvements. Start by measuring recruiter time spent on initial phone screens and average minutes per screened candidate. After deploying asynchronous video and assessments, compare recruiter minutes per screened candidate, qualified candidates per role, and time-to-hire. Typical deployments report substantial reductions in scheduler time and faster shortlist creation; track these alongside conversion metrics to quantify impact.

Pre-rollout checklist for hiring teams

• Define success metrics Agree on completion rate, time-to-screen reduction and quality lift targets for the pilot.
• Create role-specific templates Prepare concise prompts and scoring rubrics for each job family before broad rollout.
• Train reviewers Run a quick calibration session so hiring managers use the same scoring standards.
• Confirm legal and privacy settings Validate retention, access and consent workflows with legal and privacy teams.
• Plan candidate support Share candidate FAQs and rely on myInterview's 24/7 support for technical issues.