Verified First Integration for Greenhouse: Streamlined Background Screening, Digital I-9 & E-Verify

The Verified First integration for Greenhouse connects compliant background screening directly into your applicant tracking workflow. That means ordering, managing, and reviewing background checks, drug tests, verifications, and I-9/E-Verify actions without leaving Greenhouse—driven by a patented browser extension and pre-built processes that deploy in minutes. This guide explains what the integration does, which teams and company sizes benefit most, key operational and compliance advantages, and practical setup and measurement tips you can use to shorten screening times and reduce manual work.

At-a-glance: What this integration lets you do

• Order screens in-context Initiate background checks, verifications, and drug screenings from a candidate profile inside Greenhouse with a few clicks.
• Review results inside Greenhouse Access and act on screening results without switching tools—results are attached to the candidate record for consistent documentation.
• Digitized I-9 & E-Verify Complete and store I-9 documentation and run E-Verify workflows as part of the screening package.
• Candidate-focused communications SMS and email workflows help candidates complete steps faster, improving completion rates and reducing delays.
• Transparent ETAs Real-time turnaround estimates surface delays due to jurisdiction and court processing so hiring teams can plan downstream tasks.

How the integration works—step-by-step

• Install the extension Enable Verified First’s patented browser extension (set up in minutes) to connect Greenhouse candidate pages to screening actions.
• Select package or a la carte tests Choose from pre-built industry packages or pick individual checks like criminal records, education verification, or drug tests.
• Invite candidate and track progress Candidates receive SMS or email links to complete identity and authorization steps; progress updates sync back to Greenhouse.
• Review and adjudicate results Screening reports attach to the candidate record; hiring teams review, adjudicate, and trigger next steps without leaving Greenhouse.
• Rescreen or batch-order Use batch ordering and rescreening for periodic checks or multiple hires to save administrative effort.

Feature → Practical benefit

Who should evaluate the Verified First + Greenhouse integration? Any organization that runs structured hiring through Greenhouse and needs to add secure, auditable screening steps—this includes HR teams at organizations of all sizes from small businesses to enterprises, staffing firms, and regulated industries like healthcare and finance. Operationally, Talent Acquisition teams, HR Operations, and Compliance owners gain the most immediate efficiencies. The integration fits companies hiring anywhere in the world—Verified First supports screening across North America, EMEA, APAC, and South America—so global teams can centralize processes while maintaining local compliance.

Top benefits by role

• Recruiters Reduced handoffs and fewer context switches — order screens during candidate review and keep momentum toward offers.
• HR Operations Standardized, auditable screening workflows with SOC2-level controls that simplify audits and policy enforcement.
• Hiring managers Faster, clearer visibility into candidate clearance status so decisions and start dates are more reliable.
• Candidates Simplified mobile-enabled screening steps and clear turnaround expectations reduce candidate drop-off.

Common questions about Verified First + Greenhouse

Compliance and security are core to screening operations. Verified First’s PBSA accreditation signals industry-standard background screening practices; SOC2 compliance ensures data controls and handling meet security expectations. For U.S. hires, the integrated digital I-9 and E-Verify support necessary employment eligibility steps while logs and attachments stored in Greenhouse support audit trails.

Estimating and improving turnaround times

• Baseline the checks Different checks have different average times—criminal record searches, county-specific court checks, and education verifications vary widely; use historical data to set expectations.
• Leverage ETAs Use the integration’s ETA indicators to flag cases where jurisdictional delays may push a start date.
• Proactive candidate nudges SMS reminders and clear instructions reduce candidate-side delays on identity verification and document uploads.
• Parallelize where possible Run drug screens or I-9 steps concurrently with other verifications to shorten total time-to-hire.

Integration capabilities and important notes

Implementation in most cases is straightforward: enable the Verified First integration in Greenhouse, install the browser extension, configure package templates and candidate messaging, and train recruiters on in-context ordering. Because of pre-built industry packages and extension-based ordering, many teams begin processing screens within a day, with full process optimization realized after a few hiring cycles.

Best practices to get immediate value

• Standardize packages by role Create role-based templates to avoid repeated configuration and to ensure consistent compliance across hires.
• Educate hiring teams Train recruiters and hiring managers to interpret ETAs and screening reports so decisions aren’t blocked by uncertainty.
• Use SMS workflows Enable candidate texting to cut time-to-completion, particularly for remote and mobile-first applicants.
• Monitor KPIs Track time-to-clear, candidate drop-off, and rescreen rates to identify bottlenecks and continuous improvement opportunities.

Measure the impact by tracking a handful of KPIs: average time-to-clear per package, candidate completion rate for identity steps, number of manual interventions avoided, and overall time-to-offer. Operationally, teams that centralize screening into ATS workflows typically see fewer errors, lower administrative time per hire, and more predictable start dates—translating to measurable savings in recruiter and HR ops time.

Complementary tools and considerations: Verified First works best when paired with an ATS like Greenhouse, HRIS for onboarding, and case management workflows for compliance exceptions. If you run high-volume hiring, combine batch ordering and rescreening with role-based templates to scale while keeping centralized oversight.