Radancy Employee Referrals Integration — Accelerate Referral Sourcing and Reduce Time-to-Hire

Radancy’s Employee Referrals integration for Greenhouse connects a structured referral program directly into your applicant tracking workflow so employees can recommend candidates, track progress, and claim rewards without leaving Greenhouse. This article explains how the integration works, who should consider it, measurable benefits to expect, implementation best practices, common pitfalls, and the metrics you need to evaluate success.

At its core the Radancy integration (previously Firstbird) brings reward systems, mobile access, automated targeted communications and job distribution into Greenhouse, making referral sourcing repeatable and auditable for enterprise talent teams. The integration supports global rollouts with multi-language support, configurable reward stores, and no partner implementation fee for certain setups.

Core features of the Radancy Employee Referrals integration

• Reward systems Configurable points, leaderboards and reward stores let you design incentives tied to referral milestones (referral submitted, interview, hire).
• Mobile availability Native smartphone app gives employees without desktops an easy way to view open roles, submit referrals and track statuses.
• Automated communication Targeted job pushes and status updates keep referrers informed by department, location or role type without manual HR outreach.
• Job distribution Automates posting and sharing to internal channels and configured job boards to increase visibility for hard-to-fill roles.
• Global and multilingual Supports multiple languages and regional rollout patterns across APAC, EMEA, North and South America.

The integration is designed to be frictionless for recruiters: referrals entered in Radancy sync into Greenhouse as candidates; recruiters review in Greenhouse and updates (status, hires) sync back to the referral platform for reward adjudication and reporting.

Supported geographies, company sizes and languages

When to adopt Radancy’s Employee Referrals integration

• High volume hiring When you need to scale sourcing without multiplying headcount — referrals convert faster, often at lower cost.
• Hard-to-fill roles For specialized roles where networks produce higher-quality matches than general job boards.
• Low referral participation If existing referral programs have poor adoption, the mobile app and gamified rewards can re-engage employees.
• Global rollouts When you require consistent referral processes across countries with language and regional differences.

How it works technically: the integration uses API-level connections between Radancy and Greenhouse to create candidate records for referred applicants, push job metadata, and synchronize status updates. Data flow is one-way or two-way depending on your configuration and security settings; most customers set up two-way sync so recruiters see referrals natively and referral sources get automatic status notifications.

Primary measurable benefits

• Reduced time-to-fill Referrals often move faster through screening and interviewing, shaving days or weeks off vacancy timelines.
• Higher referral-to-hire ratio Structured programs and targeted prompts increase the share of hires coming from employee networks.
• Better engagement and program traceability Automated communications and leaderboards increase participation and enable audit-ready reporting on referral outcomes.
• Lower sourcing cost Reducing reliance on agency and job board spend by tapping the employee network can lower cost-per-hire.

Rollout best practices: start with a pilot group (one region or department), define reward tiers tied to business goals, integrate communications with internal channels (Slack, email, intranet), and assign a cross-functional owner who monitors metrics and iterates on incentive design. Communicate expected timelines for reward payments to maintain trust.

Simple ROI example (illustrative)

Frequently asked questions

Common pitfalls and how to avoid them: weak or unclear rewards lead to low participation, inconsistent status updates erode trust, and poor coordination between TA and HR can delay approvals. Mitigate these by documenting workflows, exporting clear SLAs for feedback loops, and communicating reward rules transparently.

Metrics to track in your referral dashboard

• Referral submission rate Number of referrals submitted per period and per active employee.
• Referral-to-interview and referral-to-hire conversion Conversion funnel metrics to evaluate quality of referred candidates.
• Time-to-hire for referred vs non-referred Tracks speed improvements attributable to referrals.
• Reward payout cycle and fulfillment rate Ensures incentives are delivered on time and accurately.
• Mobile app adoption Active users, sessions, and notifications opened.

Three quick use-case scenarios: 1) A global services firm uses the integration to centralize referral entry and reduced time-to-hire for engineering roles by 30%. 2) A retail chain drives seasonal hiring by pushing targeted store openings to local employees via the mobile app. 3) A life sciences company configures location-based rewards to boost referrals in underrepresented geographies with hard-to-fill specialist roles.

Pre-launch checklist (5 items)

• Define objectives Set KPIs (time-to-fill, referral-to-hire rate, cost-per-hire) and target roles for the pilot.
• Configure rewards Decide points, tiers and fulfillment process with finance and legal.
• Test sync Run API tests between Radancy and Greenhouse with sample candidates and status changes.
• Communicate launch Prepare internal campaign materials, manager toolkits and FAQs.
• Monitor and iterate Review dashboard weekly during the pilot and refine incentives or messaging as needed.