Remotive Integration for Greenhouse: Automate Remote Tech Job Posting and Applicant Ingestion

The Remotive integration for Greenhouse connects a remote-focused job distribution channel to your applicant tracking workflow, enabling teams to publish roles to Remotive and capture candidates directly in Greenhouse without manual copy-paste or CSV imports. This reduces administrative friction when sourcing remote tech talent and preserves candidate source attribution inside Greenhouse for reporting and decision-making. For hiring teams, the integration is most useful when you need a reliable stream of remote software, DevOps, and data candidates and want that flow to be visible and actionable in the same ATS where interviews, scorecards, and hiring decisions occur. Below we cover the integration’s mechanics, who benefits, setup steps, measurable gains, and practical best practices.

Who should enable the Remotive–Greenhouse integration

• Remote-first startups and scaleups Teams that hire globally for engineering and product roles and need a job board focused on remote tech talent. Integration reduces manual posting work across multiple boards.
• Recruiting teams focused on time-to-fill Sourcing channels that feed high volumes of candidates benefit from automatic ingestion and source tracking to shorten the funnel and allocate recruiter time effectively.
• Centralized ATS users Organizations that standardize interview kits and scorecards in Greenhouse want candidates from Remotive to enter the same structured workflow so evaluations remain consistent.
• Companies hiring across regions Remotive’s international audience (North America, EMEA, APAC, South America) helps teams broaden geographic reach while Greenhouse handles compliance, workflows, and data.

At a functional level, the Remotive integration posts designated Greenhouse jobs to Remotive, maps incoming applicants into the Greenhouse job profile, and tags the applicants with a Remotive source so reporting and funnel analysis are accurate. The integration typically supports job posting metadata (location: remote, job type, seniority), candidate attachments (CVs, cover letters), and an initial application form that Remotive forwards into Greenhouse. Because Remotive is focused on remote tech roles, the integration often returns a higher ratio of relevant engineering candidates compared with generalist boards; combining that source-level data in Greenhouse lets recruiters measure conversion rates, average time to hire per source, and quality-of-hire metrics without extra reconciliation work.

Key integration features and what they do

Primary benefits of using Remotive with Greenhouse

• Faster candidate flow Automated posting and ingestion remove manual tasks, reducing lag between publish and candidate review.
• Cleaner source data Source tags in Greenhouse enable accurate reporting of time-to-fill and quality by channel.
• Higher relevance for remote tech roles Remotive’s audience is narrowly focused on remote tech professionals, improving signal-to-noise versus generalist boards.
• Consistent candidate experience Candidates apply through a unified flow that keeps messages and interview scheduling centralized in Greenhouse.
• Global reach with regional targeting Ability to attract candidates across multiple regions while managing workflows in one ATS.

Typical technical flow: a recruiter tags or selects an active Greenhouse job to distribute to Remotive; Remotive lists the role on its job board and promotes it to its community; when a candidate applies, Remotive sends the application payload to Greenhouse via the integration endpoint; Greenhouse creates a candidate profile and assigns Remotive as the source. This flow preserves attachments and custom field values where mapping is configured. Permissions generally require a Greenhouse API key with job posting and candidate creation scopes. Remotive’s partner settings will ask for the job IDs or a publish toggle so the two systems know which roles to synchronize. Most teams implement the integration in a single afternoon if they have administrative access to Greenhouse.

Step-by-step setup checklist

• Confirm prerequisites Ensure you have Greenhouse admin access and a Remotive account subscribed to job distribution.
• Generate Greenhouse API key Create an API key with appropriate scopes (POST jobs, POST candidates) and copy it to Remotive partner settings.
• Map job fields Decide which Greenhouse job(s) should publish to Remotive and verify title, location (remote), and description fields.
• Configure application mapping Match Remotive form fields to Greenhouse candidate fields to ensure structured data ingestion.
• Test with a sample job Publish a test job and submit a dummy application to confirm candidate creation and source tagging.
• Activate live posting Once validated, enable live posting and add the Remotive source to internal reporting dashboards.

Common permissions/fields to check before integration

Which metrics to monitor after enabling the integration: track applications per job from Remotive, conversion from application to interview, time-to-first-screen, source-based hire rate, and cost-per-hire if Remotive promotions are paid. These metrics show whether Remotive is delivering the expected candidate quality and if the integration is reducing administrative bottlenecks. Set up a dashboard in Greenhouse or your BI tool that segments pipeline stages by source; compare Remotive performance against other channels over 30- and 90-day windows to account for sourcing lags.

Frequently asked questions

Troubleshooting checklist (quick fixes)

• No candidates appearing Verify the API key and job publish toggle; check Remotive’s endpoint logs for rejected payloads.
• Missing attachments Confirm mapping of attachment fields and that Remotive is including files in the application payload.
• Incorrect source tag Re-run a test application and inspect the source field mapping in Greenhouse; adjust if another integration is overwriting source data.
• Duplicate candidates Enable deduplication rules in Greenhouse or adjust matching criteria to prevent multiple records for the same applicant.

Practical job-posting best practices for Remotive: emphasize remote-first benefits (clear expectations on overlap hours, timezone preferences, and communication norms), list tech stack and assessment criteria up front, and include a concise seniority marker. Because Remotive users are tech-savvy, brief technical screening questions or a link to a coding assessment in the application increases screening efficiency and improves match quality. Also, provide explicit next-step timelines in the posting (e.g., "If shortlisted, expect a technical interview within 7 days") to reduce candidate drop-off and set recruiter SLAs for first review.

Example use case: a 50-person startup enabled the integration and published three core backend roles to Remotive. Within two weeks they received 120 applications from remote engineers; 18 converted to technical interviews and two hires were made within 28 days—reducing time-to-hire by 30% compared with prior generalist job board posting. Centralized candidate records in Greenhouse allowed the team to identify which job descriptions were generating higher interview conversion and iterate faster. This illustrates how channel-focused sourcing plus ATS integration reduces administrative overhead and accelerates hiring cycles when you standardize evaluation and reporting.