Relocate.me integration with Greenhouse: accelerate international tech hiring

Relocate.me is a niche job board and relocation resource that helps companies attract international tech talent and manage the logistics of posting roles open to candidates from 150+ countries. The Greenhouse integration connects Relocate job distribution and candidate services directly to your Greenhouse ATS, streamlining posting, pre-screening, and resume upload into your existing workflows. This guide explains exactly what the Relocate–Greenhouse integration does, which teams and hiring scenarios benefit most, and practical steps to implement and measure success. It focuses on objective, actionable advice for talent acquisition (TA) teams, hiring managers, and technical implementers.

What Relocate.me offers: a fast job-posting process (their team posts jobs for you), interchangeable job slots, a hiring-freeze toggle, candidate vetting options, resume upload into ATS, and promotion channels including an active Telegram community. Customers range from startups to large enterprises (examples: Coolblue, BandLab, The LEGO Group), and each job ad on Relocate gets a minimum of 2,000 views per month.

Core integration features (what the connector does)

• Automated job posting Relocate’s team posts or updates jobs on your behalf and syncs them to Greenhouse fields so listings appear in your ATS-driven workflows without manual duplication.
• Interchangeable job slots Post, replace, or edit jobs within allotted slots during your subscription — useful for rolling hires or multiple openings with the same hiring profile.
• Resume upload into Greenhouse Pre-screened or incoming resumes can be uploaded directly to your Greenhouse account, preserving candidate data and attachments for pipeline tracking.
• Candidate vetting and shortlists Relocate can pre-screen applicants and deliver a shortlist of the best-qualified candidates to reduce early-stage screening time.
• Promotional channels In addition to the job board, Relocate offers Telegram promotion (17,000+ members) and targeted distribution across APAC, EMEA, and North America.

Manual process vs Relocate + Greenhouse integration

Who benefits most: The integration is valuable for teams hiring tech roles (software engineers, data scientists, DevOps/SRE, QA, product managers, UI/UX designers) who are open to international candidates. It suits organizations that need to scale quickly — startups expanding engineering teams, scaleups recruiting specialized skills, and large companies with continuous hiring needs across regions.

Quick setup steps (high-level)

• Confirm account and permissions Ensure your Greenhouse admin can grant API access or integrate partner settings.
• Share job templates Provide Relocate with the roles, descriptions, and any field mapping preferences for Greenhouse job fields.
• Configure interchangeable slots Choose slot counts and subscription length; set up the hiring-freeze policy if needed.
• Agree vetting rules Define screening criteria (experience, languages, visa-readiness) so Relocate can pre-filter candidates.
• Test and validate Do a pilot posting, verify resumes appear in Greenhouse correctly, and confirm shortlists match expectations.

Typical workflow: TA provides job specs → Relocate posts and promotes the vacancy → applicants apply on Relocate.me → Relocate optionally vets candidates → resumes are uploaded into Greenhouse and mapped to job records → internal interview process continues in Greenhouse. This keeps your ATS as the single source of truth while leveraging Relocate’s sourcing reach and pre-screening.

Key measurable benefits to track

• Increased exposure Minimum 2,000 views per job ad per month; higher for targeted or promoted roles.
• Reduced time spent on early screening Relocate’s pre-screening and resume upload can eliminate hours of manual resume triage per role.
• Shorter time-to-hire Faster candidate delivery into Greenhouse reduces open-to-interview lead time — measure hires per month before and after integration.
• Higher pipeline diversity of locations and skills Access to applicants from 150+ countries expands the pool for niche technical skills.

Baseline metrics and example benchmarks

Common questions and practical answers

Best practices to maximize ROI: craft clear job descriptions highlighting relocation support or visa sponsorship, set precise screening criteria for Relocate to use, use interchangeable slots for continuous hiring without repeated procurement, and leverage Telegram and regional distribution when hiring for time-sensitive or niche roles. Track KPIs like resumes delivered to Greenhouse, time-to-first-interview, and conversion from application to hire.

Limitations and mitigations

• Local compliance and visas Relocate provides relocation resources, but employers must manage local hiring compliance and work permit processes; mitigate by having HR/legal own the visa steps.
• Language mismatch Applicants may come from many countries; include language requirements in the job spec and screening criteria to reduce low-fit applications.
• Time zone coordination Screening and interviews across time zones require scheduling discipline; use shared calendar blocks and asynchronous assessment tools where possible.

Implementation tips for TA managers and engineers: map Greenhouse custom fields early (source, relocation-ready flag, visa status), tag candidates uploaded by Relocate to measure channel performance, and set up reporting to compare cost-per-hire and time-to-hire against other channels. For technical teams, test a small pilot (one or two roles) to validate field mappings and resume attachments before broad rollout.