Video Interview ATS Integration Guide for High-Volume Hiring Teams
Titus Juenemann •
October 2, 2024
TL;DR
The Spark Hire + Greenhouse integration embeds one-way and live video interviewing directly into the ATS to reduce manual handoffs, speed screening, and improve reviewer flexibility. This guide outlines features, who should adopt the integration, admin and candidate experience checklists, metrics to measure, security considerations, common troubleshooting, and an ROI example showing time savings. Conclusion: teams with high-volume screening needs or distributed hiring teams will see the most immediate operational impact, and combining video interviews with accurate resume screening tools increases overall hiring efficiency.
This guide explains how the Spark Hire integration for Greenhouse works, who should use it, and the measurable benefits you can expect. It focuses on practical setup steps, administration tips, and the operational metrics to track after rollout. You’ll find feature-level details (one-way vs live interviews), implementation and admin checklists, common troubleshooting, and an ROI example that hiring teams can apply immediately.
What the integration does: It connects Spark Hire’s video interviewing platform directly into the Greenhouse candidate profile so recruiters and hiring managers can invite candidates to one-way or live video interviews, get notified when interviews are completed, and watch recordings from within Greenhouse with a single click. The integration removes manual steps like copying links, tracking responses across systems, and emailing attachments. Operationally this creates a seamless screening layer: candidates record or attend interviews on Spark Hire, the recording status and link are pushed back into Greenhouse, and hiring teams evaluate recorded responses alongside resume and assessment data already in the ATS.
Key features at a glance
- Invite from Greenhouse Send one-way or live Spark Hire interview invitations directly from the candidate profile—no separate Spark Hire dashboard required.
- Single-click playback Open completed video interviews from Greenhouse or share a link with hiring managers without exporting files.
- Automatic notifications Receive notifications in Greenhouse when candidates complete interviews so reviewers can stay on schedule.
- No partner implementation fee Spark Hire lists no partner implementation fee and Greenhouse customers can start quickly with minimal setup.
- Global coverage Supported across North America, EMEA, APAC, and South America—useful for distributed and remote hiring.
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 |
One-way vs Live Interviews — practical differences
| Feature | One-way | Live |
|---|---|---|
| Scheduling | Candidate completes at their convenience within a time window. | Requires coordinated scheduling and real-time availability. |
| Use case | Asynchronous screening for culture fit, canned questions, or initial fit checks. | Structured interviews, panel interviews, and real-time assessment. |
| Interviewer involvement | Reviewers watch recordings later and score on their own time. | Interviewers participate live and can probe in follow-ups. |
| Time-to-hire impact | Reduces initial screening time by batching reviews. | Speeds final-stage decisions when remote stakeholders must meet candidates live. |
Who should consider this integration: High-volume recruiting teams (e.g., campus, hourly, or consumer-facing roles) that need fast early-stage screens; distributed hiring teams that need interviewer flexibility across time zones; and hiring managers who want synchronous or asynchronous ways to evaluate presentation, communication, and role-specific competencies. Companies of all sizes—from small teams to enterprises—report value because the integration scales and doesn’t require complex implementation.
When to adopt Spark Hire + Greenhouse
- You have high candidate throughput If your team screens hundreds of candidates weekly, asynchronous video reduces the number of live interviews you must schedule.
- You need consistent screening rubrics Recorded responses let multiple reviewers score candidates against the same set of questions and rubrics.
- Hiring spans multiple time zones One-way interviews remove scheduling friction for global or remote candidates and hiring teams.
- You want to shorten the interview loop Integration decreases handoffs—invites, recordings, and reviewer notes live inside Greenhouse.
Admin checklist: quick start (pre-activation)
- Confirm admin permissions Ensure you have Greenhouse developer/admin access to enable the integration and map fields.
- Account mapping Create or confirm Spark Hire accounts and map them to Greenhouse users who will send invites.
- Data privacy review Review Spark Hire privacy policy and your internal data retention rules for candidate recordings.
- Define workflow Decide which stages in Greenhouse will trigger Spark Hire interviews and whether to use one-way or live.
- Notify stakeholders Inform hiring managers and interviewers about the new process, playback access, and scoring expectations.
Metrics to track after rollout
| Metric | Why it matters | Typical target/benchmark |
|---|---|---|
| Time-to-screen (first decision) | Shows how much faster you reach initial pass/fail decisions with video screening. | Reduce by 30–60% versus scheduling live phone screens. |
| Interview completion rate | Measures candidate follow-through on invite; indicates friction in invite language or timing. | Aim for 70%+ completion for one-way invites; lower may indicate UX or scheduling issues. |
| Panel reviewer turnaround | Time between interview completion and reviewer feedback submission. | Target reviewers to submit scores within 48–72 hours. |
| Hires per recruiter | Productivity uplift when early-stage time is reduced. | Expect modest increases; use historical baseline to calculate improvement. |
Security and privacy considerations: Spark Hire stores video recordings and shares metadata with Greenhouse. Prior to enabling, confirm storage locations and retention policies with Spark Hire (see their privacy policy), and align them with your organization’s data governance. For regulated industries, document where recordings are stored, who can access them in Greenhouse, and the retention/deletion process you will apply to candidate media.
Common questions about the integration
Q: Do candidates need a Spark Hire account?
A: No account creation is required for candidates to complete a one-way interview; they receive a link and record in the browser. Live interviews require scheduling and a meeting link but not a dedicated account for most candidate use cases.
Q: Where are recordings stored and who can access them?
A: Recordings are stored on Spark Hire servers and the playback link and metadata appear in Greenhouse. Access is controlled by Spark Hire account permissions and Greenhouse role-based access—configure both to match your security requirements.
Q: Is there an extra implementation fee?
A: Spark Hire documents that there is no partner implementation fee for Greenhouse customers; however, check any contractual terms for larger enterprise service packages.
Q: What languages and regions are supported?
A: Spark Hire supports English in its Greenhouse integration and is used across North America, EMEA, APAC, and South America. Confirm availability of localized workflows if you need non-English prompts or candidate-facing text.
Best practices for candidate experience
- Clear instructions Include expected duration, tips for lighting and audio, example question format, and a link for technical checks.
- Reasonable windows Give candidates a 48–96 hour window to complete one-way interviews to account for schedules.
- Follow-up reminders Automate one or two polite reminders for incomplete invites; offer an alternative scheduling option for live interviews.
- Accessibility Provide alternatives (phone or live interview) if a candidate reports device or bandwidth limitations.
Common pitfalls and troubleshooting: Low completion rates usually trace back to confusing invite copy, tight time windows, or technical barriers on mobile devices. If hiring managers can’t see recordings, verify Greenhouse permissions and the Spark Hire account mapping. For audio or playback issues, ask candidates to try a different browser or device and confirm network firewall settings that could block media uploads.
Estimating ROI: To estimate savings, measure average recruiter time per candidate for initial phone screens (for example, 20 minutes including scheduling) and compare it with time to send and review one-way interviews (e.g., 5 minutes to invite + 6 minutes to watch). If you screen 500 candidates monthly, the time saved is significant: (20 - 11) minutes × 500 = 4,500 minutes (75 hours) saved per month. Combine time savings with faster decision cycles and you can justify the integration cost quickly.
Speed up screening with ZYTHR
If you use Spark Hire + Greenhouse to capture candidate video responses, ZYTHR can streamline the resume and application review that precedes those interviews. ZYTHR’s AI resume screening saves recruiters time and improves shortlist accuracy so you bring higher-quality candidates to video interviews—try ZYTHR to shorten screening workflows and reduce time-to-hire.