Trustcruit for Greenhouse: Automate Candidate Experience Surveys, Analytics and Reporting

The Trustcruit integration for Greenhouse automates candidate and hiring-manager feedback collection to turn recruitment touchpoints into measurable employer-brand data. It funnels responses into an analytics dashboard that benchmarks performance, segments feedback, and produces shareable reports — all without manual exports or spreadsheets. This article explains how the integration works, which teams get the most value from it, and the specific benefits you can measure (response rate, NPS improvements, closed-loop actions). Practical implementation tips, common pitfalls, and an example ROI calculation are included to help recruitment teams decide whether to enable Trustcruit inside Greenhouse.

What the Trustcruit + Greenhouse integration does (high level)

• Automates feedback triggers Sends surveys automatically after application, interview, rejection, offer, and onboarding steps using Greenhouse events and candidate tags.
• Centralizes candidate experience data Collects responses in Trustcruit’s dashboard so you can analyze by role, team, recruiter, location, and time period.
• Benchmarks and benchmarks database Compares your results against Trustcruit’s database of 2.5 million candidate experiences to contextualize scores.
• Segmented reporting and subscriptions Creates tailored reports for stakeholders and enables scheduled email reports to keep hiring managers informed.
• Multilingual and global coverage Supports multiple languages to match candidate populations across regions and offices.

How the integration typically flows (technical steps)

• Install and authenticate Authorize Trustcruit to connect to Greenhouse via the partner app and API credentials.
• Map events to surveys Link Greenhouse pipeline stages and candidate statuses to specific Trustcruit survey templates (application, interview, rejection, onboarding).
• Customize triggers and templates Adjust timing, email templates, and survey questions to reflect your employer brand and local language preferences.
• Sync candidate metadata Ensure tags, department, office, recruiter, and job fields are sent to Trustcruit so responses can be segmented.
• Validate and deploy Run test submissions, check dashboards and reports, then switch the integration to live.

Who needs this integration

• Enterprise recruiting teams Large organizations (1,000+ employees) that need consistent, auditable candidate feedback across many recruiters and offices.
• Talent acquisition leaders Hiring managers and directors who require benchmarkable KPIs to measure recruitment quality and process improvements.
• Employer branding teams Teams focused on converting candidates into promoters and tracking brand sentiment over time.
• Operations and analytics teams Teams that need segmented reports and scheduled distribution to monitor recruiter performance and process change impact.

Key Trustcruit features enabled in Greenhouse and their immediate value

Metrics to track after launching the integration

• Candidate Net Promoter Score (cNPS) Primary sentiment metric — Trustcruit reports typical client improvements of roughly 7.3–8.0 NPS points in the first 12 months.
• Survey response rate Higher response rates indicate timely triggers and well-designed surveys; aim for continuous improvement.
• Time-to-feedback Measure latency from hiring event to survey completion; faster feedback preserves accuracy.
• Action rate Percentage of improvement actions taken after negative feedback (e.g., interview calibration sessions, recruiter coaching).
• Employer brand promoters created Count of candidates who become brand promoters — Trustcruit tracks ambassador creation as a KPI.

Implementation is usually low-friction but benefits from a short project plan: define objectives, map Greenhouse triggers, prepare templates, and assign owners for reporting and escalation. Coordinate with legal/IT for API authorization and data retention policies. Testing is essential: run a controlled pilot with a few roles and recruiters to verify that tags and segments are syncing correctly and that reports reflect the intended slices of data.

Common pitfalls and how to avoid them

• Over-surveying candidates Limit surveys per candidate and consolidate triggers to avoid survey fatigue and lower response rates.
• Missing metadata mapping Ensure job, department, recruiter, and location fields are sent to Trustcruit so segmentation and reporting work as expected.
• Not assigning owners Assign clear accountability for reviewing reports and turning feedback into actions; dashboards alone don’t change processes.
• Ignoring language localization Use Trustcruit’s multilingual templates to increase completion rates for non-English candidate pools.

Reporting is the operational benefit: Trustcruit lets you produce role-, location-, and recruiter-level reports and subscribe hiring managers to regular digests. Use reports to track improvements over time and to validate whether process changes (like shorter interview loops) improved candidate sentiment. Make reports actionable by attaching recommended next steps (e.g., conduct calibration meeting, update rejection template) and tracking whether those steps were completed.

Report types and recommended follow-up actions

Security and compliance: the integration uses Greenhouse events and API tokens; ensure your configuration adheres to your organization’s data retention and privacy policies. Trustcruit supports enterprise needs including language coverage across regions (EMEA, APAC, North America, South America) and many local languages — make sure you align survey retention with legal requirements in each jurisdiction.

Frequently asked questions about the integration

Best practices to increase survey response and actionability

• Keep surveys short Three to five focused questions deliver higher completion and clearer insights.
• Time surveys appropriately Trigger immediately after an experience (e.g., within 24–72 hours) to preserve accuracy.
• Close the loop quickly Respond to critical negative feedback within a defined SLA to demonstrate improvement and retain candidate trust.
• Use scheduled reports Deliver tailored insights to hiring managers automatically to drive accountability and action.