Tofu + Greenhouse integration: Accelerate hiring with pre-vetted engineering talent

The tofu integration for Greenhouse connects a live network of pre-vetted, VC-backed talent directly into your ATS workflow, reducing manual sourcing and accelerating candidate outreach. This article explains how the integration works, which teams benefit most, and the measurable gains you can expect when combining tofu’s curated matches with Greenhouse’s hiring pipeline. We cover feature details, implementation considerations, practical recruiter workflows, and quantifiable outcomes—so you can decide whether the integration fits your recruiting model and how to track ROI after launch.

At a high level, tofu sources candidates who have already been recommended or assessed by other tech companies and surfaces daily matches that align with your open roles. The Greenhouse integration pushes those matches into your ATS as candidates or referrals, enabling recruiters to invite, track, and interview faster while preserving structured data and referral provenance.

Core features of the tofu → Greenhouse integration

• Daily pre-vetted matches tofu delivers a curated list of candidates matched to active requisitions using a proprietary AI model and recommendation signals from other companies on the network.
• Seamless candidate sync Matches and candidate profiles are pushed into Greenhouse as candidates or referrals with source tagging and notes that preserve who recommended them and why.
• Interview acceleration High-response candidates enable scheduled interviews in as little as 45 minutes; tofu reports an 81% candidate response rate to interview requests.
• Referral provenance and assessment history Profiles include contextual data such as completed assessments, onsite progress, and endorsement notes, helping hiring teams skip early-screen steps when appropriate.
• No partner implementation fee Integration setup does not require a partner implementation fee; standard configuration and API onboarding steps apply.

Who should consider the tofu + Greenhouse integration

• High-growth engineering teams Teams that need reliable senior and mid-level engineering hires quickly and want to reduce time spent on sourcing passive candidates.
• Companies using structured interview processes Organizations that value assessment continuity can use referral and assessment history to make faster, lower-risk interview decisions.
• Recruiting teams short on sourcing bandwidth In-house or agency teams that need to save hours per week on sourcing and screening—tofu customers report saving 3–4 hours weekly on these tasks.
• Talent operations with Greenhouse at core If Greenhouse is your ATS of record, this integration ensures candidate flow and data remain centralized and auditable.

Traditional sourcing vs tofu + Greenhouse

How the integration works technically: tofu exposes candidate matches and metadata via an API or app connector that Greenhouse consumes. When a match is accepted, tofu pushes the candidate profile, recommendation notes, assessment results, and a referral history record into Greenhouse. Talent teams can then route the candidate through configured interview stages, trigger Greenhouse automations, and maintain a single source of truth for reporting.

Measurable outcomes and KPIs to track

• Time saved on sourcing and screening Track recruiter hours per week before and after integration; customers report saving about 3–4 hours weekly per recruiter focused on sourcing.
• Time-to-first-interview Measure the delta in hours between match availability and interview scheduling; target reductions often exceed 50% for high-fit matches.
• Candidate response rate Compare outreach response rates—tofu’s network yields an 81% response metric that should reflect in your Greenhouse outreach campaigns.
• Interview-to-offer conversion Because matches come with past assessment data, expect higher conversion or fewer initial screening steps for strong candidates.

Candidate experience improvements are operational as well as perceptual. By connecting top candidates back into the tofu network when roles don’t work out, your company maintains a positive touchpoint and helps candidates find alternative opportunities quickly. For candidates, receiving timely interview invites and transparent endorsement context reduces uncertainty and improves acceptance likelihood.

Common implementation and operational questions

Practical best practices for recruiters using the integration

• Triage daily matches with a short checklist Evaluate match score, endorsement reason, and assessment history in under 3 minutes to decide next steps or fast-track to interviews.
• Use Greenhouse automation rules Create automations to assign incoming tofu candidates to sourcers or hiring managers and to trigger calendar invites for screening slots.
• Document endorsement context in interviews Include the recommendation reason as part of the interviewer brief so the hiring team understands prior signals and assessments.
• Re-engage near-miss candidates Use tofu’s nurturing functionality to bring back interview finalists who fell out mid-process for new headcount opportunities.

Integration support: regions, company sizes, and resources

Privacy and compliance: integrate only after reviewing tofu’s privacy policy and internal data handling standards. Confirm what candidate consent is captured by tofu, how long records are retained, and which Greenhouse fields are populated. Maintain an audit trail for referrals and endorsements to satisfy internal compliance and reporting needs.

Example workflows enabled by the integration

• Urgent hire workflow Receive immediate matches for an open role, fast-track accepted matches to interview stages, and close the loop with offers in a shortened timeline.
• Pipeline building for future headcount Use daily matches to populate a talent pool in Greenhouse and set nurturing cadences for candidates not immediately hired.
• Backfill and re-engagement When a finalist falls out, mark them for re-engagement; tofu’s nurturing reintroduces them into the pipeline for similar roles.

Measuring ROI: combine quantitative KPIs (reduced sourcing hours, faster time-to-first-interview, higher response rates) with qualitative feedback from hiring managers on candidate quality. Set baseline metrics for a 30–60 day pilot, and use Greenhouse reports to compare funnel velocity and offer acceptance rates before and after integration.