Wurk and Greenhouse Integration: Faster, Compliant Onboarding to Payroll

The Würk integration for Greenhouse connects cannabis-focused human capital management (HCM) capabilities with a market-leading applicant tracking system (ATS) to create a continuous HR-to-payroll workflow. For employers in the cannabis industry this integration reduces manual handoffs, accelerates new-hire setup, and helps keep payroll, timekeeping, and compliance data aligned across systems. This article explains what the integration actually does, which organizations benefit most, and the measurable gains HR and payroll teams can expect. It also covers implementation steps, data flows, common questions, and practical tips to minimize disruption during rollout.

What Würk provides: Würk is an HCM platform built specifically for cannabis businesses. It combines payroll, timekeeping, scheduling, onboarding, HR recordkeeping, and managed services that reflect industry-specific challenges (state regulations, 280E tax considerations, and banking nuances). As a payroll provider that scales nationally, Würk includes features to manage local labor law differences and to integrate HR workflows into operational payroll.

Why Greenhouse matters: Greenhouse is a widely used ATS and hiring workflow platform. Many employers rely on Greenhouse for structured interviews, candidate scorecards, and offer management. Integrating Greenhouse with Würk ensures that hires, offers, and employment status changes recorded in Greenhouse automatically propagate to Würk so payroll and HR processes begin without repeated data entry.

Core integration features

• Automated new-hire creation When an offer is accepted in Greenhouse, the integration can push candidate details to Würk to create a new employee record and kick off onboarding and payroll setup.
• Compensation and offer synchronization Salary, pay rate, pay frequency, and effective dates captured in Greenhouse flow to Würk to pre-populate payroll and tax calculations, reducing reconciliation work.
• Employment status updates Changes such as terminations, rehires, or leave approvals in Greenhouse can update employee status and stop or start pay events in Würk.
• Time and attendance handoffs Approved time-off requests and shift schedules can be synchronized so hours and leave balances are consistent between recruiting and payroll systems.
• Onboarding task tracking Completion of onboarding tasks (I-9, direct deposit forms, state tax forms) tracked in Greenhouse can be mirrored in Würk to ensure payroll is compliant and ready at first paycheck.

Typical data flows and sync cadence

Who benefits most from the Würk–Greenhouse integration

• Multi-site cannabis operators Companies with multiple dispensaries or cultivation sites that need consistent payroll and onboarding rules across jurisdictions reduce manual local setup and errors.
• High-volume hiring programs Retail chains and seasonal operators that onboard many entry-level employees benefit from automated record creation and faster first-payroll readiness.
• Operations with complex compliance needs Employers needing 280E-aware payroll calculations, state-specific tax forms, and accurate record retention minimize compliance risk through synchronized records.
• Organizations using Greenhouse as their ATS If Greenhouse is already the source of truth for hiring, integrating prevents duplicate data entry across HR and payroll teams.

Primary benefits in practice: The integration reduces duplicate entry, lowers onboarding-to-payroll lead time, and decreases payroll errors caused by manual transfers. That translates into fewer payroll corrections, reduced compliance exposure, and a better candidate-to-employee experience because administrative delays (e.g., missing direct deposit or I-9 completion) are less likely.

ROI metrics HR and finance should track

Implementation checklist (practical steps)

• Assign project owners Designate an HR lead and an IT/integration lead to coordinate field mapping, testing, and go-live decisions.
• Map required fields Confirm which Greenhouse fields will populate Würk records (name, SSN/ITIN, pay rate, tax withholding, site location, job code).
• Confirm data security and PII handling Ensure both systems meet your security policies and that data transfer uses encrypted connections and least-privilege access.
• Run a staged pilot Start with a small group of hires to validate mappings, payroll tests, and onboarding documents before full rollout.
• Train HR and hiring managers Document the new end-to-end process and train staff on where to enter source-of-truth data in Greenhouse so it flows correctly.

Common questions about the integration

Security and privacy considerations: Because the integration transmits personally identifiable information (PII) and tax-sensitive data, confirm that API connections use TLS, that both platforms adhere to data retention policies, and that role-based access restricts who can trigger or approve data transfers. Maintain an audit trail for hires, offers, and payroll-related changes to support compliance and internal reviews.

Troubleshooting & ongoing maintenance

• Monitor sync logs daily during early weeks Catch mapping or validation errors before they affect payroll runs.
• Handle duplicates proactively Set rules for candidate deduplication and ensure unique identifiers (email, SSN) are validated at source.
• Schedule periodic reconciliation Monthly audits comparing Greenhouse headcount and Würk active payroll headcount will surface missed terminations or rehires.
• Maintain documentation Keep field mappings and runbooks current when you add new job codes, sites, or pay types.

Alternatives and when to consider them: If your organization does not use Greenhouse as the primary ATS, or if you use a non-cannabis-specific payroll vendor, evaluate integrations that better match your source-of-truth systems. However, for cannabis employers placing a premium on payroll compliance and scalability, the Würk–Greenhouse connection often offers the best balance of industry expertise and ATS workflow fidelity.

Conclusion: The Würk integration for Greenhouse streamlines the handoff from recruiting to payroll, lowers the administrative burden of onboarding, and reduces payroll and compliance risk—especially for multi-site cannabis employers and high-volume hiring programs. Proper planning, field mapping, and a short pilot deliver the fastest path to measurable time and error savings.