Saville Assessments + Greenhouse Integration: Automate Assessment Invites, Surface Candidate Reports, and Boost Hiring ROI

The Saville Assessments integration for Greenhouse connects validated psychometric and skills assessments directly into your ATS workflow. By centralizing invites, results and candidate feedback inside Greenhouse, teams shorten cycle times and make data-driven selection decisions without switching tools. This article explains what the integration does, who benefits most, implementation considerations, and measurable outcomes to expect. Use the practical checklists and metrics here to decide whether adopting the integration (or pairing it with AI resume screening) will improve your hiring accuracy and reduce time-to-hire.

What the integration does is straightforward: it automates sending assessment invites from Greenhouse, surfaces completed reports on the candidate profile, and records results for downstream workflows. That removes manual steps—copying links, chasing candidates, and uploading PDFs—and keeps assessment data aligned with interview notes and scorecards. For recruiting teams that need consistent, evidence-based selection across many roles or regions, this integration makes assessment delivery operationally scalable while preserving the psychometric validity of Saville's instruments.

Key Features at a Glance

• Automated Assessment Delivery Configure triggers in Greenhouse to send assessment invites automatically at a stage you choose—no manual emails or link management required.
• In-Platform Report Access Completed candidate reports appear within Greenhouse profiles so interviewers and hiring managers see assessment outcomes alongside resumes and notes.
• Candidate Experience Controls Timed assessments, mobile-compatible invitations, and branded communications maintain an engaging candidate journey and improve completion rates.
• Multi-language & Global Support Assessments and communications can be delivered in multiple languages to support hiring across APAC, EMEA, the Americas and other regions.
• Scalable for All Company Sizes From high-volume hourly hiring to leadership selection in enterprise accounts, the integration scales while maintaining data integrity.

Who Should Consider This Integration

• High-volume Hiring Teams Recruitment teams processing hundreds or thousands of applicants will reduce admin effort and speed screening.
• Assessment-led Selection Programs Organizations using psychometrics or ability tests as part of their selection model get reliable delivery and centralized reporting.
• Global or Multi-language Recruiters Teams hiring across regions benefit from localized invites and consistent assessment administration.
• Talent & L&D Teams Use the same assessment data for development mapping, succession planning, and role-fit analytics.
• Hiring Managers Seeking Predictive Data Managers who want objective indicators of candidate potential can access validated scores directly in Greenhouse.

How the Integration Works — Step-by-Step

• Connect Accounts Authorize the Saville integration from the Greenhouse marketplace and link your Saville tenant to Greenhouse.
• Map Assessments to Job Templates Choose which Saville assessments apply to specific job templates or stages so invites trigger automatically.
• Configure Candidate Triggers Set the Greenhouse stage or scorecard condition that dispatches the assessment invite.
• Invite and Complete Candidates receive branded invites, complete tests, and receive automated follow-ups and feedback where configured.
• View Results in Greenhouse Assessment reports and pass/fail or banding results appear on the candidate profile for hiring decisions.

Candidate experience is a critical success factor for any assessment rollout. Saville's integration supports clear, branded invites, mobile-friendly assessments, and automated reminders to increase completion rates. Including an upfront time estimate and brief on what the assessment measures reduces drop-off and candidate frustration. Additionally, delivering feedback—automatically or after decision—helps maintain employer brand. The integration supports sending candidate-level feedback or summary reports per your privacy and communication policies.

Recruiter Workflow: Before vs After Integration

Data, Privacy and Compliance — Common Questions

Typical Implementation Timeline & Resources

• Preparation (1–2 weeks) Identify target roles, assessments, and stakeholders; collect consent templates and mapping requirements.
• Integration Setup (1 week) Authorize marketplace app, configure mapping of assessments to job templates and test end-to-end flow in a sandbox.
• Pilot & Calibration (2–4 weeks) Run a pilot with a sample of openings, gather completion and predictive validity data, adjust triggers and communications.
• Scale & Monitor (ongoing) Roll out to more roles while monitoring completion rates, candidate feedback, and hiring outcomes.
• Implementation Fees Saville and Greenhouse integration notes list 'Partner implementation fee: No' for the base connector, though consulting or custom work may incur additional costs.

Reporting & Metrics to Track Post-Integration

• Assessment Completion Rate Percentage of invited candidates who complete assessments—low rates indicate communication or time-burden issues.
• Time-to-Stage Measure how quickly candidates progress from invite to interview after integration to quantify time savings.
• Predictive Validity Compare assessment scores to later performance or hire retention to validate cut scores and selection rules.
• Cost-per-Hire Track any reduction in sourcing or interview time attributable to better pre-screening.
• Quality-of-Hire Proxies Use early performance indicators or hiring manager satisfaction to assess whether assessments improve outcome quality.

Common Pitfalls and Troubleshooting

Practical use cases include: screening for role-specific cognitive ability tests in high-volume customer service hiring; combining behavioral profile data with interviews for leadership selection; and using ability assessments to shortlist technical talent before practical tests. Each use case benefits from consistent administration and a data trail within Greenhouse. Using the integration for development purposes—mapping existing employees against role profiles—also reduces duplicative assessment administration and centralizes insights for L&D programs.

Global Reach: Regions and Supported Languages

Best Practices to Maximize ROI

• Standardize Assessment Use Apply consistent assessment rules across similar roles to preserve validity and make aggregated reporting meaningful.
• Calibrate Cut-scores Start with conservative thresholds during pilot and refine based on hires' subsequent performance data.
• Train Hiring Managers Short interpretation guides and a 30-minute walkthrough ensure reports are used correctly in decision-making.
• Monitor Candidate Feedback Collect short post-assessment surveys to identify friction points and improve completion rates.
• Combine with Resume Screening Use objective resume screening (e.g., AI resume tools) to prioritize assessment invites for the best-matched candidates.