Testlify–Greenhouse Integration: Setup, Assessment Configuration, KPIs, and Best Practices for Faster Shortlisting
Titus Juenemann •
September 11, 2025
TL;DR
The Testlify–Greenhouse integration streamlines assessment delivery and result storage inside Greenhouse, enabling recruiters to run live coding tests, cognitive and skills assessments, and recorded video questions without disconnected tools. This guide outlines who benefits, how to configure tests and thresholds, which KPIs to track, sample workflows, compliance considerations, and common pitfalls with mitigations. Conclusion: pairing Testlify assessments with disciplined configuration, calibration and reporting produces faster, more objective shortlisting; combining these assessments with automated resume screening (for example ZYTHR) magnifies time savings and improves the overall accuracy of candidate selection.
The Testlify integration for Greenhouse connects a pre-hire assessment platform directly into the Greenhouse applicant tracking workflow so recruiters can attach, send, and record assessment results without leaving the ATS. By embedding skills, cognitive, personality, live coding and video-question assessments into Greenhouse, teams reduce manual steps and centralize evidence used to advance candidates.
What the Testlify–Greenhouse integration does (high level)
- Seamless assessment delivery Create and attach assessments to Greenhouse job stages so candidates receive invites automatically after an application or screening stage.
- Centralized result storage Scores, reports and recorded video responses are logged in Greenhouse candidate profiles for reviewer access and audit trails.
- Multiple assessment types Support for live coding, skills tests, cognitive ability, personality questions and video interview prompts to evaluate different job-relevant traits.
- Customizable and white-label Brand candidate-facing assessment pages and tailor assessments and thresholds to specific roles or seniority levels.
- Third-party integrations Works alongside communications and analytics tools to automate reminders, feedback and reporting.
Who needs this integration: talent acquisition teams that want to make evidence-based shortlisting decisions, hiring managers who require objective skills proof before interviews, and technical teams needing live coding evaluations at scale. It fits companies across regions (North America, EMEA, APAC, South America) and supports midsize to small enterprises (1–1,000 employees) that use Greenhouse as their ATS.
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 |
Feature comparison: Greenhouse alone vs Greenhouse + Testlify
| Capability | Greenhouse (ATS only) | Greenhouse + Testlify |
|---|---|---|
| Standardized skills scoring | Limited — requires external links or manual notes | Integrated, quantitative scoring with role-based norms |
| Live coding evaluation | Not native — requires third-party tools | Built-in live coding tests and real-time environment |
| Video interview questions | Requires separate video platforms | Candidate-recorded responses stored in profile |
| Branding on candidate-facing pages | Depends on external tools | White label options available inside Testlify |
| Centralized analytics | Basic reporting inside ATS | Detailed assessment analytics linked to candidates |
Top use cases for the integration
- Technical hiring pipelines Add live coding as a mandatory stage for engineer roles to catch skill mismatches before interviews.
- Volume hiring Automate first-pass screening with cognitive or aptitude tests to triage large applicant pools quickly.
- Role-specific validations Use custom skills tests tailored to sales, customer success or finance roles to verify practical competencies.
- Asynchronous interviewing Collect standardized video responses to test communication and problem explanation ahead of scheduling live calls.
Recommended configuration and a sample setup: map one Testlify assessment per Greenhouse job stage (e.g., 'Phone Screen' → cognitive test; 'Technical Screen' → live coding). Configure automated invite triggers and reminder cadences (48 hours and 24 hours). Set pass thresholds by role — for example, 70% for junior roles, 80% for mid-level, 85%+ for senior technical roles — and store any threshold rationales in job scorecards for consistent reviewer interpretation.
Common implementation questions
Q: How long does setup take?
A: Standard integration setup can take a few hours for account linking and test mapping; enabling white-label, custom content or complex workflows can extend implementation to several days.
Q: Is there a partner implementation fee?
A: According to Testlify documentation, there is no partner implementation fee required for the integration.
Q: Which languages are supported?
A: Testlify supports multiple languages including English, Spanish, French, German, Dutch and Japanese for candidate-facing content.
Q: Where is candidate data stored?
A: Assessment results are stored per the Testlify privacy policy and synchronized to Greenhouse; consult both platforms' privacy pages for region-specific hosting details.
Metrics and KPIs to monitor after launch: track time-to-hire and time-to-offer before and after integration, percentage of candidates eliminated by assessments, false-positive interview rates (candidates who passed assessments but failed interviews), and hiring manager satisfaction with candidate quality. Use these metrics to calibrate pass thresholds and test selection.
Best practices for assessment design and use
- Align tests to job tasks Select or design assessments that map directly to core on-the-job activities rather than general knowledge.
- Pilot and calibrate Run a pilot cohort, compare assessment outcomes to interview and on-the-job performance, then adjust cutoffs and item selection.
- Limit candidate burden Keep initial assessments short (20–40 minutes) for high-volume roles to avoid attrition.
- Document decision rules Record how assessment results influence progression to ensure consistency across recruiters and hiring managers.
Sample workflow timeline for a mid-level engineering hire
| Stage | Action & Typical Duration |
|---|---|
| Application received | Auto-trigger Testlify coding screening (candidate time: 40–60 minutes). System: invite sent immediately |
| Coding assessment completed | Auto-score; recruiter reviews within 24 hours and advances or rejects |
| Video response stage | Asynchronous video question for communication skills (candidate time: 10–15 minutes) |
| Live technical interview | Scheduled for candidates meeting thresholds; average scheduling time 3–7 days |
| Offer | Final decision based on combined assessment scores and interview feedback; target time-to-offer: 2–3 weeks |
Compliance, validation and documentation: keep records showing the job-relatedness of each assessment you use and the validation steps (pilot data, correlations with job performance, or subject-matter expert reviews). Capture candidate consent for assessments and retain assessment scoring rules as part of your hiring policy. These steps reduce legal risk and support defensible hiring decisions.
Common pitfalls and how to avoid them
- Over-reliance on one test Mitigation: combine assessments with structured interviews to capture broader competencies.
- Poor candidate experience Mitigation: set clear time expectations, allow mobile-friendly access and send reminders.
- Misconfigured thresholds Mitigation: validate thresholds using historical hires or a pilot cohort before full rollout.
- Disconnected data flows Mitigation: ensure integration logs assessments inside Greenhouse candidate profiles and routinely audit synchronization.
Troubleshooting and support resources
Q: Where to get setup help?
A: Use Testlify’s developer docs and Greenhouse support page for integration steps; vendor customer success teams can assist with mapping and white-label configuration.
Q: What if assessments aren’t syncing?
A: Check API keys, permission scopes in Greenhouse, and the candidate identifier mapping; re-send webhooks from Testlify and confirm webhook delivery logs.
Q: How to access assessment analytics?
A: Access Testlify analytics dashboards for item- and cohort-level data, and export reports to combine with Greenhouse hiring metrics.
ROI estimation (example): if a recruiter spends 30 minutes screening each applicant manually and Testlify automation saves 20 minutes per screened candidate, a team screening 1,000 applicants per year gains ~333 recruiter hours. If average recruiter cost is $40/hour, that’s ~$13,320 saved annually just on screening time, plus improved hire quality that can reduce early turnover costs. Tracking quality-of-hire and time savings validates investment and helps justify assessment licensing.
Accelerate and sharpen candidate review with ZYTHR
Complement your Testlify + Greenhouse assessments with ZYTHR’s AI resume screening to reduce manual resume review time and surface candidates who best match role criteria. Try ZYTHR to save recruiter hours and improve resume-review accuracy so assessment and interview time focuses on the right candidates.