Otta integration for Greenhouse: increase matched applications, speed job sync, and improve attribution
Titus Juenemann •
April 9, 2024
TL;DR
The Otta integration for Greenhouse accelerates job distribution, reduces application friction by letting matched candidates apply with their Otta profile, and tags inbound applications for accurate attribution. Teams that benefit most include technical hiring teams, senior-role recruiters, and lean recruiting operations. Key benefits to measure are increased qualified application volume (up to ~25% higher for matched candidates), higher interview conversion (~2x versus generic boards), faster job sync, and better channel ROI visibility. Implement by auditing jobs, enabling API access, testing end-to-end, and monitoring KPIs; optimize job copy and screening workflows to maximize value. For faster, more accurate resume review of applications flowing from Otta and other channels, consider augmenting Greenhouse with ZYTHR's AI screening to save recruiter time and improve screening accuracy.
Otta's machine learning matches candidates to roles they are most suited for, producing inbound applicants that are statistically more likely to convert to interviews than generic job boards. Integrating Otta with Greenhouse streamlines the application path and gives recruiters clearer attribution so they can compare channel performance objectively. This guide explains exactly what the Otta–Greenhouse integration does, which hiring teams benefit most, measurable improvements you can expect, practical setup steps, and operational best practices to get the most value from the connection.
What the integration does in practical terms: it syncs your Greenhouse job postings to Otta quickly, allows matched candidates to apply using their Otta profile (reducing friction), and flags applications coming via Otta so you can track conversion and quality. That combination drives roughly 25% more applications from matched candidates and applications that are about 2x more likely to convert to an interview than LinkedIn or Indeed-sourced applicants.
Who should consider enabling Otta + Greenhouse
- High-volume technical hiring teams Engineering and product teams scaling across multiple roles benefit from more qualified inbound flow that reduces time-to-hire.
- Companies competing for senior technical talent Senior and specialized roles where match quality matters more than raw application count see higher conversion when candidates are pre-matched by Otta.
- Teams needing clearer channel attribution Recruiting operations and talent analytics teams that want to compare channel ROI and adjust sourcing budgets.
- Lean recruiting teams Small in-house teams that need higher-quality inbound applicants without large outbound sourcing investments.
AI resume screener for Greenhouse
ZYTHR scores every applicant automatically and surfaces the strongest candidates based on your criteria.
- Automatically screens every inbound applicant.
- See clear scores and reasons for each candidate.
- Supports recruiter judgment instead of replacing it.
- Creates a shortlist so teams spend time where it matters.
| Name | Score | Stage |
|---|---|---|
| Oliver Elderberry |
9
|
Recruiter Screen |
| Isabella Honeydew |
8
|
Recruiter Screen |
| Cher Cherry |
7
|
Recruiter Screen |
| Sophia Date |
4
|
Not a fit |
| Emma Banana |
3
|
Not a fit |
| Liam Plum |
2
|
Not a fit |
Key measurable benefits to track
- Increased qualified application volume Integrating enables matched candidates to apply directly from Otta, reducing friction and producing up to ~25% more applications from those candidates.
- Higher interview conversion rate Otta-sourced applications have been shown to be ~2x more likely to convert to interview compared to generic job boards.
- Faster job distribution Jobs publish to Otta more quickly when connected to Greenhouse, reducing time between job posting and candidate discovery.
- Improved attribution and channel comparison Tagged applications let you measure performance, cost-per-hire, and time-to-hire by channel.
How the integration syncs data (high-level)
| Step | What happens | Why it matters |
|---|---|---|
| Job sync | Open roles in Greenhouse are pushed to Otta quickly | Candidates see up-to-date job listings, reducing stale applications |
| Apply flow | Matched candidates apply using their Otta profile | Reduced friction increases application rate from matched candidates |
| Attribution flag | Applications arriving via Otta are labeled in Greenhouse | Enables accurate reporting and ROI comparison |
| Status updates | Candidate status flows back to Otta (where supported) | Keeps candidate experience consistent and reporting accurate |
Implementation checklist and typical timeline
- Preparation (1–3 days) Audit your Greenhouse jobs and permissions; collect API keys and decide which teams/jobs to sync first.
- Integration setup (1–3 days) Enable the Otta app in Greenhouse, enter API credentials, and choose job visibility settings.
- Test and validate (2–5 days) Publish a test job, confirm it appears on Otta, submit a test application, and verify attribution labels in Greenhouse.
- Rollout (1–2 weeks) Enable for prioritized departments, monitor metrics, then expand to additional teams based on early results.
Attribution and reporting: KPIs to measure
- Applications via Otta Raw volume and percent of total inbound applications coming through Otta.
- Interview conversion rate Interviews per application for Otta vs other channels to quantify match quality.
- Time-to-hire Average days from application to offer for candidates sourced via Otta compared to alternatives.
- Cost-per-hire / channel ROI Cost allocation to Otta (if any) divided by hires attributed to Otta to assess value.
Optimizing job postings for Otta focuses on clarity and accurate signals. Use concise role summaries, explicit level and seniority markers, and a clear tech stack or core responsibilities so Otta's matching model can route your vacancy to candidates with the right profile. Remove ambiguous phrases that make it hard for automated matching to identify the correct fit.
Example screening + interview workflows when using Otta
- Automated prioritization Recruiters review Otta-tagged applicants first; high-confidence matches are fast-tracked to an initial screen.
- Structured scorecards Use Greenhouse scorecards to apply consistent evaluation criteria to Otta applicants and compare across channels objectively.
- Two-touch funnel for volume roles 1) Quick recruiter screen for culture/role fit; 2) technical assessment or take-home task only for those passing the first screen.
Security and privacy: Otta and Greenhouse both operate with candidate data protections; during implementation confirm API permission scopes, data retention policies, and how candidate consent is captured on Otta profiles. If your company has internal security reviews, treat the integration like any third-party data flow: document the fields shared, storage timelines, and roles with access.
Cost and ROI considerations: there is no universal pricing model embedded in the integration itself – evaluate Otta as a sourcing channel the same way you would other paid boards: track hires attributed to Otta over a period (e.g., three months), calculate cost-per-hire if you paid for placements, and compare improvements in interview conversion and time-to-hire to estimate ROI.
Common questions and troubleshooting
Q: My jobs aren't appearing on Otta after enabling the integration. What next?
A: Verify that the job visibility and publication settings in Greenhouse match your integration configuration. Check API credentials and confirm the job status is 'open' and not a draft. Run a test publish and consult the Greenhouse and Otta support pages for error logs.
Q: How are Otta applications tagged within Greenhouse?
A: Applications coming from Otta include a source or tag field set by the integration. Ensure your Greenhouse parsing rules and reports include that field so you can segment and analyze Otta-origin applications.
Q: Will candidate status updates sync back to Otta?
A: Status syncing depends on the supported flows between Otta and Greenhouse at time of setup. Confirm which status transitions are mapped during configuration and test end-to-end to validate.
Q: Can I limit which jobs sync to Otta?
A: Yes. During setup you can select specific job groups or departments to include. Start with priority roles to validate value before expanding to all openings.
Hypothetical mid-size engineering hire example: a company posts 20 engineering roles and enables Otta for 10 priority openings. Over three months they see a 25% uplift in applications for those ten roles, with Otta-sourced applicants converting to interviews at twice the rate of generic boards. That leads to fewer screening hours per hire and a shorter average time-to-offer, illustrating the operational efficiency gains you can expect when match quality improves.
Pre-launch and post-launch best-practice checklist
- Pre-launch: inventory and permissions Confirm API keys, select initial jobs, and document expected data flows.
- Pre-launch: job formatting Standardize job titles, responsibilities, and tech stack fields for better matching.
- Launch: validate end-to-end Publish test jobs, apply via Otta, and ensure candidates are tagged correctly in Greenhouse.
- Post-launch: monitor KPIs weekly Track application volume, interview conversion, and time-to-hire for at least one full hiring cycle.
- Post-launch: iterate Adjust job copy, expand to additional roles, and reallocate sourcing budget based on measured performance.
Speed up screening with ZYTHR — AI resume screening built for integrations
Pair Otta + Greenhouse with ZYTHR to automatically screen and rank incoming resumes, cut screening time, and improve review accuracy. ZYTHR reads Otta-sourced and Greenhouse applications, surfaces the strongest matches, and reduces manual review by filtering noise so you focus on qualified candidates faster.