Wellfound + Greenhouse integration guide: setup, workflows, KPIs, and launch best practices

The Wellfound (formerly AngelList Talent) integration with Greenhouse creates a direct channel between a startup-focused talent pool and your applicant tracking system. By syncing job posts, candidates, and application data automatically, the integration reduces manual imports, preserves source attribution, and routes high-fit applicants into your Greenhouse pipeline with minimal clicks. This guide explains exactly what the integration does, who benefits most, and the practical setup and operational steps that deliver measurable time savings and better hiring accuracy. It includes configuration tips, common pitfalls, KPI suggestions, and examples to help teams get value quickly.

What the integration does in practice: it imports Wellfound applicants directly into Greenhouse as candidates or applications, attaches resumes and Wellfound profile links, maps job and custom fields, and optionally synchronizes candidate status changes back to Wellfound. The integration can be configured to auto-create jobs in Greenhouse from Wellfound postings or match by job ID, and it preserves source tracking so you always know which hires came from Wellfound.

Who should use the Wellfound + Greenhouse integration

• Early-stage startups with high developer hiring needs Teams hiring engineers and product designers will find Wellfound’s concentrated candidate pool efficient for role-specific sourcing and the integration eliminates manual resume handling.
• VC-backed companies scaling multiple roles Venture-backed firms that run frequent hiring rounds can centralize volume applications in Greenhouse and maintain consistent pipeline hygiene.
• Recruiting teams managing distributed sourcing channels If your team sources from job boards, referrals, and agencies, connecting Wellfound directly to Greenhouse reduces duplication and improves attribution.
• Agencies and RPOs focused on startup placements Recruiters who place candidates in startup ecosystems can speed submission workflows and reduce candidate drop-off by syncing data automatically.
• Hiring managers monitoring time-to-hire and quality Anyone responsible for operational hiring metrics benefits from accurate source data and the ability to assess Wellfound’s ROI inside Greenhouse.

Key benefits of the integration

• Faster candidate flow Automatic imports and mapped fields remove copy/paste and manual uploads, reducing time from application to first review.
• Accurate source attribution Candidates retain their Wellfound source tags in Greenhouse, which improves reporting and channel ROI calculations.
• Cleaner pipelines Auto-tagging and stage mapping let teams route applicants into the right screening workflows and reduce misrouted submissions.
• Cost-effective sourcing Wellfound’s job posting and candidate connections are free; paired with Greenhouse you get a low-cost, high-signal hiring channel.
• Improved candidate experience One-click connections and consistent updates lead to faster communication and lower candidate drop-off.

Workflow example — how a candidate moves through the integrated system: a developer applies on Wellfound; the integration detects the application and creates a candidate in Greenhouse, attaching the resume and Wellfound profile URL. The candidate is auto-tagged with the job source and routed to an initial phone screen stage. Recruiters receive a notification, review the profile, and either advance the candidate into technical interviews or send a custom rejection — all actions recorded in Greenhouse with the original Wellfound metadata.

Typical impact on recruiting metrics

Setup and configuration: a practical checklist. Connect an API key from Wellfound to Greenhouse, verify job mappings (match by job ID or title), enable automatic candidate creation, map resume and profile fields, set default tags for Wellfound-sourced candidates, enable webhook notifications for new applications, and run a test application to confirm attachments and custom fields populate correctly.

Technical considerations & data sync details

• Sync frequency Most integrations use real-time webhooks. Confirm how quickly new applications appear in Greenhouse and test for latency-sensitive roles.
• Resume and attachment handling Ensure resumes, cover letters, and portfolio links from Wellfound are attached to Greenhouse candidates and visible to interviewers.
• Duplicate detection Set rules for duplicate candidates (email, phone) to avoid multiple profiles; configure merging behavior in Greenhouse.
• Custom field mapping Map important Wellfound fields (years experience, location, roles interested in) to Greenhouse custom fields to retain screening context.
• Audit logs and compliance Confirm audit trails for imported candidates and retention settings to meet internal recordkeeping requirements.

Best practices for Wellfound job postings that maximize Greenhouse fit: include clear role titles and seniority, list tech stack and responsibilities, state compensation or salary range where possible, add must-have and nice-to-have qualifications, and include screening questions that map directly to Greenhouse interview scorecards to streamline early-stage evaluations.

Common pitfalls and how to avoid them

• Unmapped custom fields If you don't map important fields, screening context is lost. Audit field mappings before launch.
• Duplicate candidate creation Configure de-duplication rules and merge workflows to prevent fragmented histories.
• Ignoring stage automation Leverage stage automation to route candidates to the right workflows and reduce manual handoffs.
• No test run Always perform a test application to validate attachments, tags, and notifications.
• Missing SLA for candidate review Set internal SLAs for first contact so imported candidates are reviewed promptly and conversion improves.

Frequently asked questions about the integration

Measuring success: KPIs to track after enabling the integration include time-to-first-contact, interview-to-offer ratio for Wellfound candidates, source-to-hire percentage, candidate drop-off rates after initial contact, and average resume review time per hire. Set baseline metrics for the 30 days before integration and compare monthly to quantify improvements.

Real-world example: a seed-stage startup hiring four backend engineers reduced time-to-first-interview from 5 days to under 24 hours after enabling auto-imports and notifications. The team also increased the number of qualified candidates reviewed per week by 2.5x because recruiters no longer spent time manually uploading resumes and tagging sources.

Pre-launch checklist (quick reference)