PeopleInsight by HireRoad: Rapid SOC 2-Compliant TA Analytics from Harvest API with 25+ Dashboards and AI Insights

PeopleInsight by HireRoad unifies Greenhouse ATS data with other HR systems to deliver validated, ready-to-use people analytics. Within five days of connecting via the Harvest API, customers receive a suite of out-of-the-box dashboards and secure ETL that cleanse, model, and present Talent Acquisition (TA) and HR metrics. This article explains exactly how the integration works, who benefits most, and the measurable advantages to expect — including data flow, security controls, sample dashboards, AI features, implementation steps, and the typical ROI metrics teams track.

At a technical level PeopleInsight automates reporting from Greenhouse through Harvest API access, applies robust ETL processes, models the data into reliable records, and layers visual dashboards and AI analytics on top. The platform is SOC 2 certified and includes dedicated analyst support for custom reporting needs. Read on for practical examples (time-to-fill at requisition level, time-in-stage diagnostics, recruiter performance windows), a comparison to native Greenhouse reporting, and a checklist for evaluating PeopleInsight as part of your TA analytics stack.

Key Features at a Glance

• Fast implementation Connect via the Harvest API and receive an initial set of dashboards in as little as five business days.
• Robust ETL & modeling Automated extract, transform, load processes cleanse and standardize Greenhouse fields so metrics are consistent and auditable.
• 25+ TA dashboards Includes templates for time-to-fill, recruiter performance, time-in-stage, funnel conversion, and requisition-level views.
• SOC 2 security Data transfer and storage adhere to enterprise security standards and validation routines.
• Dedicated analyst support Analysts deliver custom dashboards, troubleshoot, and advise on analytics best practices.
• AI/ML analytics Advanced models analyze unstructured inputs, summarize insights, and provide predictive diagnostics.

Who Needs PeopleInsight for Greenhouse

• Centralized TA teams scaling reporting Teams that must standardize metrics across multiple recruiters, business units, or regions.
• Companies without analytics resources Organizations that need analyst support to build and maintain dashboards and avoid hiring a dedicated BI team.
• Enterprises with multiple HR systems Firms that want to blend ATS, HRIS/HCM, and other systems to connect hiring outcomes to employee data.
• Leaders needing operational detail Hiring managers and TA leaders requiring requisition-level time-to-fill and time-in-stage diagnostics for action planning.

Typical Implementation Timeline

Security and data governance are central to PeopleInsight’s offering. The integration uses secure API connections, SOC 2-compliant practices, and a validation step where analysts test and reconcile metrics against Greenhouse exports. That means leadership can rely on accurate numbers for executive reporting and audits. Because the platform models your data, it also stores lineage information and transformation rules, which helps teams trace a metric back to its source fields in Greenhouse for troubleshooting or compliance.

How Data Flows and Integrates

• Harvest API extraction Automated pulls from Greenhouse provide candidate, job, interview, and stage history records.
• ETL & transformation Data is normalized (e.g., standardizing stage names, recruiter IDs, and requisition codes) to avoid metric drift.
• Data enrichment Optional joins to HRIS/HCM add hire date, department, and tenure fields for cross-functional analytics.
• Dashboard & reporting layer Visualizations and filters allow slicing by requisition, team, location, and timeframe.

Out‑of‑the‑Box Dashboards You’ll Get

• Time-to-Fill (Requisition-level) Breaks total hire time into sourcing, interviewing, and offer stages for each requisition.
• Time in Stage Analytics Shows where candidates stall and quantifies stage-specific delays by role or recruiter.
• Recruiter Performance Compares open positions, pipeline velocity, and hire conversion rates across recruiters.
• Funnel Conversion Tracks conversion rates between application, interview, offer, and hire.
• Sourcing Channel ROI Compares time-to-fill and quality signals by source (job board, referral, agency).

Key Metrics Defined (Examples)

AI Capabilities and How They Help

• Unstructured data analysis AI parses open-text candidate feedback and survey responses to surface common themes and sentiment trends.
• AI-generated summaries Automatic diagnostics summarize why a requisition is delayed — e.g., low pipeline or high time-in-interview.
• Predictive analytics Forecasts potential time-to-fill based on historical requisition characteristics and current pipeline.
• Conversational querying Ask the analytics platform plain-language questions (e.g., 'Which roles have the longest time in stage?') and get immediate answers.

Dedicated analyst support is included, which differentiates PeopleInsight from many self-serve BI solutions. Analysts become an extension of your TA team — they implement dashboard customizations, reconcile tricky metrics, and produce bespoke views for leadership. This reduces the internal overhead for teams that lack a BI resource and accelerates adoption. Practically, customers use analyst support to map custom stage names, build requisition-level queries, and create executive-ready exports, removing the back-and-forth that slows in-house analytics projects.

Common Questions

ROI Examples and KPIs to Track

• Reduce average time-to-fill Use requisition-level dashboards to identify bottlenecks; a 10–20% reduction in time-to-fill often reduces vacancy costs and hiring manager rework.
• Improve recruiter throughput Track hires-per-recruiter and pipeline health to rebalance assignments and increase hires per quarter.
• Lower cost-per-hire Compare sourcing channels by time-to-fill and hire quality to shift budget to higher-performing channels.
• Fewer stalled requisitions Time-in-stage alerts and diagnostics enable proactive interventions before a job becomes stale.

How does PeopleInsight compare to Greenhouse native reporting? Native Greenhouse reports are useful for operational views but often require manual exports, field cleanup, and advanced SQL for multi-table joins. PeopleInsight automates these steps, standardizes metrics across teams, and adds advanced visualization and AI analytics that go beyond what a single-tenant reporting layer can provide. If your team needs consolidated enterprise reporting, cross-system joins (e.g., ATS + HRIS), or analyst-backed custom metrics, PeopleInsight reduces manual work and increases confidence in the numbers you present to stakeholders.

Implementation checklist & next steps for evaluation: 1) Confirm Harvest API access and agree data sharing controls. 2) Identify the initial set of KPIs and stakeholder consumers. 3) Request a timeline and sample dashboards for your environment. 4) Validate security requirements (SOC 2, data retention). 5) Plan a two-week window for customization and adoption training. Following this checklist will let you validate both the technical fit and the business value before committing to broader roll-out.