Integrate Test Partnership adaptive assessments with Greenhouse for objective candidate screening
Titus Juenemann •
August 21, 2025
TL;DR
Test Partnership offers validated, adaptive assessments (gamified tasks, SJTs, aptitude, personality and skills tests) that integrate with Greenhouse via an API key. The integration enables recruiters to assign tests from candidate profiles, view results in the ATS, use pre-built norm groups, and export data for analysis. Key benefits include objective screening at scale, better early-stage filtering, and improved candidate experience through adaptive and gamified formats. Implementation requires requesting an API key, mapping assessments to job templates, piloting, and training hiring managers — with attention to defining decision rules and monitoring outcomes for ROI. Combine assessment outputs with structured interviews and skills samples for best results, and consider automating resume screening with ZYTHR to further reduce time-to-hire and improve review accuracy.
Test Partnership provides validated, technology-driven candidate assessments — gamified tasks, aptitude batteries, SJTs, personality questionnaires and skill tests — designed to measure the psychological traits and abilities that predict on-the-job performance. This article explains how the Test Partnership integration with Greenhouse works, which teams benefit most, practical setup steps, data flows and measurable benefits so you can decide whether to add assessments to your hiring workflow.
What Test Partnership does: it delivers objective, adaptive assessments that scale across roles and seniority levels. Results flow directly into Greenhouse once you add the Test Partnership API key, enabling recruiters and hiring managers to assign tests, view scores and export results without leaving their ATS.
Core features that matter to hiring teams
- Adaptive, validated assessments Items adjust to candidate ability so each score is more precise and candidate experience is consistent across ability ranges.
- Multiple test formats Choose from gamified assessments, SJTs, aptitude tests, skills tests and personality questionnaires depending on the role competency you need to measure.
- Seamless Greenhouse integration Add an API key to Greenhouse, assign assessments from candidate profiles and see results in the ATS without manual imports.
- Customisation and branding Apply your logo and brand colors, and build role-specific test suites from a library of validated instruments.
- Exportable data and norm groups Sort, rank and export candidate scores to Excel; compare against pre-built norm groups to contextualise performance.
AI resume screener for Greenhouse
ZYTHR scores every applicant automatically and surfaces the strongest candidates based on your criteria.
- Automatically screens every inbound applicant.
- See clear scores and reasons for each candidate.
- Supports recruiter judgment instead of replacing it.
- Creates a shortlist so teams spend time where it matters.
| 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 |
How the integration works (high level): request an API key from Test Partnership, add it to your Greenhouse account under third-party integrations, and map the assessments you want to offer. Once live, recruiters trigger assessments from candidate profiles; candidates receive test invites and complete them externally, and results post back to Greenhouse automatically.
Who should consider adding Test Partnership to Greenhouse
- Volume hiring teams Teams that screen large applicant volumes (apprentice or graduate programmes) benefit from automated, objective pre-screening.
- Technical and skills-focused roles When specific abilities or task-based skills are essential, skills tests and SJTs flag capability early in the funnel.
- Hiring for behavioural fit and potential Personality questionnaires and gamified cognitive tasks help predict behaviours and learning potential for development roles.
- Organisations that need consistent scoring Businesses seeking standardised, comparable candidate metrics across hiring panels and geographies.
Assessment types and recommended use cases
| Assessment type | Best use case | Why it helps |
|---|---|---|
| Gamified cognitive tasks | Early-stage screening for learning potential | Engaging format reduces drop-off and offers adaptive measurement of ability. |
| Aptitude tests | Roles requiring numerical, verbal or abstract reasoning | Provides objective measures of core cognitive skills linked to job performance. |
| Situational Judgement Tests (SJTs) | Customer service, leadership and decision-making roles | Evaluates realistic choices in job-relevant scenarios to predict behaviour. |
| Personality questionnaires | Behavioural fit and team dynamics | Profiles likely workplace behaviours to inform role fit and development. |
| Skills tests | Technical roles and certified tasks | Directly assesses job-specific competencies to reduce false positives. |
Step-by-step: setting up the API key in Greenhouse. 1) Request your Test Partnership API key from your account rep. 2) In Greenhouse, navigate to 'Configure' -> 'Dev Center' -> 'API Credential Management' and add a new credential. 3) In the Test Partnership settings panel, paste the API key and map the assessments to Greenhouse job templates. 4) Run a test candidate to confirm the invite, completion, and result post-back workflow.
Scoring, norm groups and exporting — operational details
- Scoring format Results include raw scores, scaled scores and percentiles; choose the format you want visible in Greenhouse.
- Pre-built norm groups Use role, level or industry norm groups to rank candidates consistently and reduce score interpretation ambiguity.
- Export and analytics Export candidate results to CSV/Excel for deeper statistical analysis and to feed HR analytics tools.
Common questions about validity, privacy and coverage
Q: How valid and reliable are Test Partnership assessments?
A: Assessments are designed using psychometric standards: validated item pools, reliability checks and norms. Test Partnership reports validity evidence for each instrument and maintains quality controls on adaptive item selection.
Q: What about candidate data privacy?
A: Test Partnership provides a privacy policy that outlines data handling; integration uses API tokens and the results posted to Greenhouse are subject to both platforms' security and data retention settings.
Q: Which languages and regions are supported?
A: Assessments are available in English, Spanish and French and are used across APAC, EMEA, North America and South America; localisation and cultural norms should be considered for high-stakes selection.
Q: Are there implementation fees?
A: According to partner information, there is no partner implementation fee for connecting Test Partnership to Greenhouse, but account-level costs and per-assessment pricing vary.
Candidate experience considerations: tests are adaptive and mobile-friendly, gamified items reduce monotony and adaptive timing can lower test anxiety. To keep completion rates high, communicate expected time-to-complete in the invite, allow secure resume-linked sessions and set clear deadlines.
Best practices for hiring teams using the integration
- Define decision rules up front Agree on score cutoffs, tie-breakers and how test data combines with interviews to prevent ad-hoc decisions later.
- Pilot before scaling Run a small pilot on a few roles to validate cutoffs, candidate experience and recruiter workflows.
- Train hiring managers Provide short guides showing how to interpret scores, use norm groups and export data for panel discussions.
- Monitor adverse impact and outcomes Regularly review assessment outcomes against hiring metrics to ensure predictive validity and fairness in practice.
- Combine multiple data points Use assessments as one evidence stream — pair with work samples and structured interviews for robust decisions.
Measuring ROI: track reductions in screening time, time-to-offer, and quality-of-hire (e.g., 90-day performance metrics) before and after introducing assessments. Look for fewer interview rounds and improved panel agreement on top candidates as direct efficiency signals.
Implementation timeline and typical responsibilities
| Phase | Typical time | Who's involved |
|---|---|---|
| Request API key & configure | 1–3 days | Recruitment operations, Test Partnership rep |
| Pilot & validation | 2–6 weeks | Hiring managers, recruiters, analytics |
| Rollout & training | 1–2 weeks | Recruitment ops, hiring managers, HRIS |
| Ongoing monitoring | Quarterly reviews | Talent analytics, recruitment operations |
Common pitfalls and how to avoid them: treating a single score as decisive (use multiple assessments), not communicating time expectations to candidates (include time-to-complete), and failing to align test choice with job analysis (use role-mapped batteries). Address each by documenting policy and training panels.
Troubleshooting integration issues
Q: Results not appearing in Greenhouse after completion — what to check?
A: Confirm the API key is active, check mapping between assessment IDs and job templates, and verify that Test Partnership’s post-back URL is not blocked by firewall rules. Re-run a test candidate and consult both platform logs if necessary.
Q: Low candidate completion rates — what helps?
A: Shorten or prioritise assessments for early stages, send clear timed reminders, and ensure mobile compatibility. Consider switching to gamified or shorter SJTs to improve engagement.
Q: Need custom assessments for a role — how long does that take?
A: Bespoke assessments depend on scope; simple role-specific batteries can be configured in a few weeks, while fully custom validated instruments require longer development and validation cycles.
Speed up resume review with ZYTHR
If you use Test Partnership assessments in Greenhouse to surface the best candidates, pair that with ZYTHR to automate resume screening. ZYTHR's AI quickly ranks applicants and highlights top matches so your team spends less time reviewing resumes and more time interviewing qualified candidates — improving speed and accuracy in every stage of the funnel.