SquarePeg + Greenhouse integration: automate job import, candidate export, and status mapping

The SquarePeg integration for Greenhouse connects a sourcing-focused talent platform with a market-leading ATS to streamline candidate flow, reduce manual data entry, and surface better-qualified applicants faster. This article explains what the integration does, which organizations benefit most, practical setup and best practices, expected ROI metrics, and recommended troubleshooting steps. If you use SquarePeg to source passive candidates and Greenhouse to manage interviews and offer workflows, the integration eliminates repetitive exports, keeps candidate status synchronized, and pre-fills job data — helping small recruiting teams and larger hiring departments work with a single, reliable source of truth.

What the integration does: it automates three core data flows between SquarePeg and Greenhouse — job import, candidate export, and candidate status mapping. When you create or edit a job in SquarePeg, key fields (title, description, function, location) can be pre-filled from Greenhouse. Candidates added or advanced in SquarePeg are exported into Greenhouse automatically. And when a candidate’s status changes in Greenhouse, that change is reflected back in SquarePeg so both systems remain synchronized.

Who should adopt the SquarePeg–Greenhouse integration

• Lean HR teams and people ops teams Teams with limited headcount that need to reduce time spent on data entry and focus interviewer time on top candidates rather than administrative tasks.
• Companies hiring passive talent Organizations that rely heavily on passive sourcing benefit from SquarePeg’s sourcing and outreach capabilities while preserving Greenhouse for interview orchestration.
• Mid-market and enterprise hiring high volume roles Companies in the 101–10,000+ employee range that need consistent candidate routing and status tracking across multiple roles and regions.
• Recruitment teams reducing agency spend Teams aiming to lower agency fees can use SquarePeg for candidate sourcing while keeping Greenhouse as the canonical hiring system.
• Hiring managers who want consolidated market intel Managers who need intelligence on candidate availability, compensation, and time-to-fill data alongside ATS pipelines.

Core features enabled by the integration

• Job Import Pre-fill job title, description, function, and location in SquarePeg from Greenhouse to ensure consistent job metadata and faster job creation.
• Candidate Export Automatically export new or matched candidates from SquarePeg into Greenhouse with configurable mappings to reduce manual uploads.
• Candidate Status Mapping Keep candidate progression synchronized — status changes in Greenhouse (e.g., interview scheduled, hired, rejected) are reflected in SquarePeg.
• Regional sourcing support SquarePeg supports sourcing across North America, EMEA, APAC, and South America, enabling global teams to feed Greenhouse pipelines consistently.
• No partner implementation fee The integration listing indicates there’s no partner implementation fee, lowering the initial cost of getting started.

Typical workflow triggers and outcomes

Implementation steps and practical tips: connect API credentials from Greenhouse into the SquarePeg admin console, map job and candidate fields during initial setup, and test exports on a staging job before enabling production sync. Although there’s no partner implementation fee listed, allocate 2–4 hours for initial configuration and another 1–2 days for validation across several job types and regions.

Best practices to maximize value

• Standardize job taxonomies Use consistent job functions and locations in Greenhouse so SquarePeg can automatically match roles without manual remapping.
• Define status mappings upfront Agree on which Greenhouse stages sync to SquarePeg statuses to avoid confusion (e.g., ‘Interview’ vs. ‘Phone Screen’).
• Limit exports to qualified candidates Set clear qualification criteria in SquarePeg to avoid adding low-fit profiles into your ATS and cluttering pipelines.
• Use source tags Tag imported candidates with SquarePeg as the source so you can measure performance and ROI in Greenhouse analytics.
• Schedule regular audits Monthly audits of synced candidates and job mappings catch drift and prevent long-term errors.

Common questions about the integration

Data handling and security considerations: SquarePeg’s integration follows API-based transfers and respects the platform’s privacy policy. Ensure your organization reviews both SquarePeg and Greenhouse data retention policies, role-based access controls, and any regional data residency requirements, especially if sourcing across APAC, EMEA, and South America.

KPIs and benefits to track after enabling the integration

• Time saved on manual data entry Measure recruiter hours saved per job by comparing manual upload time to automated exports.
• Time-to-fill reduction Track how quickly candidates move from sourcing to interview after integration versus prior baseline.
• Source-of-hire accuracy Because candidates are tagged at import, you can attribute hires to SquarePeg and quantify agency fee savings.
• Pipeline quality Monitor interview-to-offer and offer-acceptance rates for candidates originating from SquarePeg.

Company size fit and expected ROI

Limitations and what the integration does not replace: The SquarePeg–Greenhouse integration streamlines data movement but does not replace structured interview design, hiring manager calibration, or human evaluation of fit. Teams should treat the integration as a means to reduce administrative overhead, not as a substitute for interview rigor or decision governance.

Troubleshooting checklist

• Confirm API credentials and scopes Check that the Greenhouse API key has the necessary scopes for job read/write and candidate creation.
• Validate status mappings Ensure each Greenhouse stage maps to the intended SquarePeg status to prevent workflow mismatches.
• Test with sandbox jobs Run exports on a test job to verify field mappings and dedupe behavior before enabling production sync.
• Monitor error logs Review integration logs for failures (e.g., rate limit errors, validation failures) and resolve field mismatch errors promptly.
• Coordinate governance Document who can trigger exports and who owns mapping updates to prevent accidental data changes.

How the integration fits in a broader recruitment stack