SRA Screening Integration for Greenhouse: Setup Checklist, Benefits, Compliance, and KPIs
Titus Juenemann •
June 17, 2025
TL;DR
The SRA Screening integration for Greenhouse automates the flow of candidate screening orders, standardizes packages per job type, and returns FCRA-compliant results to the ATS to reduce manual work and improve hiring speed and accuracy. This article covers what the integration does, which organizations benefit most, a practical implementation checklist, measurable KPIs to track, compliance and privacy considerations, troubleshooting tips, and vendor cost factors. Conclusion: organizations that need reliable, auditable screening with faster turnaround and fewer order errors will see clear operational improvements by integrating SRA with Greenhouse.
The SRA Screening integration for Greenhouse connects SRA Screening’s background-check and verification services directly to your Greenhouse applicant tracking workflows. This integration automates candidate handoffs, provides configurable report templates, and delivers FCRA-compliant results into candidate records so recruiters can move faster with consistent information. This article explains exactly what the integration does, the organizations that benefit most, measurable advantages, technical implementation steps, common troubleshooting scenarios, and practical best practices to maximize speed and accuracy when screening candidates.
What the SRA Screening integration for Greenhouse does
- Automated order flow Create background check orders from a Greenhouse stage or trigger so recruiters don’t rekey candidate details into a separate portal.
- Customizable packages Select and map SRA Screening services (criminal, MVR, verifications, drug testing) to Greenhouse job types or workflows for consistency.
- Results delivered to Greenhouse Completed reports return to the candidate’s Greenhouse profile, stored in the correct section and available for hiring managers and compliance teams.
- FCRA-compliant workflows Support for consent capture, disclosure and authorization flows, and secure storage of results to meet legal requirements.
- Dedicated client support SRA offers implementation support and ongoing account service to troubleshoot orders and refine packages.
Who needs this integration
- High-volume recruiters Teams that run many background checks and need to reduce manual data entry and order errors.
- Compliance-focused organizations Employers in regulated industries (transportation, healthcare, financial services) that require auditable, FCRA-compliant records.
- Distributed hiring teams Companies with multiple offices or regional hiring groups that need consistent screening packages and centralized reporting.
- Companies using Greenhouse at scale Any Greenhouse customer wanting tighter integration between ATS and screening provider to shorten time-to-hire.
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| Name | Score | Stage |
|---|---|---|
| Oliver Elderberry |
9
|
Recruiter Screen |
| Isabella Honeydew |
8
|
Recruiter Screen |
| Cher Cherry |
7
|
Recruiter Screen |
| Sophia Date |
4
|
Not a fit |
| Emma Banana |
3
|
Not a fit |
| Liam Plum |
2
|
Not a fit |
Sample mapping: Greenhouse job type to SRA packages
| Greenhouse Job Type | Typical SRA Package |
|---|---|
| Delivery Driver | MVR + Criminal + Drug Screen |
| Registered Nurse | National Criminal + Employment & Education Verifications + Drug Screen |
| Financial Analyst | National Criminal + Credit Check (where lawful) + Employment Verifications |
| Retail Associate | State Criminal + Local County Searches |
Key technical integration steps: obtain SRA API credentials, install the Greenhouse SRA integration or set up SFTP orders if preferred, map Greenhouse fields (name, DOB, address) to SRA order fields, configure job types to default packages, and enable disclosure/consent workflows. Expect a staged rollout: sandbox configuration, pilot on a single team, then enterprise rollout. SRA and Greenhouse together support multiple languages (English and Spanish) and regional coverage across North America, EMEA, APAC and South America, but confirm specific search availability per country before enabling global packages.
Top measurable benefits
- Faster time-to-hire Automation reduces manual entry and order delays; many customers report screening turnaround and hiring steps trimmed by days.
- Fewer order errors Field mapping minimizes mismatches in candidate data that cause rework and redundant searches.
- Consistent compliance Standardized packages and centralized audit trails simplify regulatory documentation and audits.
- Better recruiter focus Recruiters spend less time managing screening logistics and more time assessing candidates and engaging hiring managers.
A practical implementation checklist
- Pre-implementation Confirm required screening components by role, identify legal constraints by region, and assemble a cross-functional team (HR, legal, IT).
- Configuration Map Greenhouse job types to SRA packages, configure field mappings, set up consent/disclosure language, and test API or SFTP connections in sandbox.
- Pilot Run a pilot with a single team for 2–4 weeks, validate turnaround times, and gather feedback on result placements and notifications.
- Rollout Incrementally enable additional teams, update documentation and train recruiters, and schedule regular check-ins with SRA support.
- Ongoing Monitor SLAs, complaint rates, order errors, and adjust packages or mappings as hiring needs evolve.
Compliance and privacy considerations: SRA Screening emphasizes FCRA compliance and secure handling of personal data. When integrating with Greenhouse, ensure that candidate consent screens, disclosure language, and data retention settings meet local legal requirements. Maintain a documented process for disputing results, handling adverse actions, and storing records for the legally required retention period.
Metrics to track after integration
- Average screening turnaround time Track time from order placement in Greenhouse to report delivery to identify bottlenecks.
- Order error and rework rate Measure how often orders require correction due to bad data or mapping issues.
- Time-to-hire delta Compare time-to-hire before and after integration to quantify efficiency gains.
- Compliance incident count Log disputes, adverse actions and data-access incidents to measure process robustness.
Common troubleshooting questions
Q: Candidate data did not transfer from Greenhouse to SRA — what to check first?
A: Verify API credentials, check field mappings (especially required fields like DOB and SSN if used), and confirm the candidate is in a Greenhouse stage that triggers orders. Review SRA error logs for specific rejection messages.
Q: A returned report is missing expected searches — how to resolve?
A: Confirm the package mapped to that job type includes those searches and check that the region supports the specific search. If the package is correct, open a case with SRA support to review the order audit trail.
Q: How are consent and adverse action handled?
A: Use the integration’s consent capture; SRA will provide FCRA-compliant disclosures and guidance for adverse action steps. Maintain documented templates and approval steps within your HR process.
Implementation cost and vendor considerations
- Partner implementation fee SRA and partners may charge an implementation fee—budget for configuration, mapping and testing time.
- Per-check pricing vs. subscription Understand per-search costs (county, national, MVR) and any volume discounts. Factor in additional fees for international searches or occupational health services.
- Support SLA Confirm response times for production issues and how escalations are handled during hires with tight timelines.
Best practices to maximize value: centralize package definitions so hiring managers get consistent results; run a small pilot to validate mapping and candidate experience; document adverse action workflows and train recruiters; and schedule quarterly reviews with your SRA account team to tune packages and review SLA performance. Pairing a strong screening integration with clean Greenhouse data is essential — disciplined job naming, standardized candidate fields, and consistent use of Greenhouse stages reduce order errors and speed results.
Frequently asked questions
Q: Does SRA support international screening through Greenhouse?
A: Yes—SRA covers multiple regions including North America, EMEA, APAC and South America. Coverage varies by country and search type; validate availability for the countries where you hire.
Q: Can we customize reports per role?
A: Yes—SRA supports customizable reporting so you can include or exclude specific search elements based on job requirements.
Q: What language support exists?
A: SRA provides materials and support in English and Spanish; check with your implementation manager for additional localization options.
Real-world example: A mid-sized logistics company integrated SRA with Greenhouse, mapping driver roles to an MVR-heavy package and office roles to employment-verification packages. After a two-week pilot they reduced screening order rework by 70% and shortened hire cycles for driver roles by an average of 3 days, mainly due to fewer manual corrections and faster consent capture.
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