Yardstik Integration for Greenhouse: Streamline Pre-Employment Background Screening in Your ATS

Yardstik’s integration with Greenhouse embeds background screening into the hiring workflow so recruiters and hiring managers can order, track, and review reports without switching systems. The goal is straightforward: reduce administrative friction, speed up decision-making, and limit start-date delays caused by slow or opaque screening vendors. This article explains what the Yardstik–Greenhouse integration does, which organizations gain the most from it, and the measurable benefits to hiring operations. You’ll get practical implementation steps, compliance considerations, example ROI scenarios, and troubleshooting tips to evaluate if the integration fits your process.

Core capabilities of the Yardstik integration inside Greenhouse

• One-click screening Order a background check directly from a candidate’s Greenhouse profile with a single action — Yardstik receives the request and begins processing immediately.
• Centralized results access Completed reports are linked back into Greenhouse so recruiters and hiring managers can open final results with a click instead of searching email or vendor portals.
• Multiple screening types supported Run criminal background checks, drug screens, motor vehicle record (MVR) checks and other standard pre-employment screens from the same integration.
• Clear pricing and invoicing Yardstik emphasizes transparent cost reporting to avoid unexpected invoices and to simplify chargebacks or department-level cost allocations.
• Regional support and scale Built primarily for North America and designed to scale across company sizes from small teams to enterprise headcounts.

Who benefits most from this integration depends on hiring volume and the complexity of required checks. Organizations with frequent hires that require standard screenings (criminal, drug, MVR) will see the fastest operational improvements. Primary users include recruiting teams at high-volume companies, HR operations responsible for offer-to-start timelines, and hiring managers who need faster visibility into screening outcomes to make final decisions.

Feature-to-benefit mapping

Step-by-step integration workflow inside Greenhouse

• Initiate screen From the candidate’s Greenhouse profile, select the required package and submit the screening request.
• Yardstik processes Yardstik handles background checks, vendor coordination, and any candidate authorizations necessary for processing.
• Results returned Completed reports are linked back into the candidate record in Greenhouse and notifications are sent to assigned users.
• Review and adjudicate Hiring managers and HR review results directly in Greenhouse and proceed with conditional offer, remediation, or hire.

Technical prerequisites and configuration tips: Admins need Greenhouse admin access to install the Yardstik integration and map Greenhouse stages to Yardstik screening triggers. Confirm API keys, permissions, and which user roles should receive screening notifications. Establish clear Greenhouse scorecard or stage conventions so automated orders don’t trigger unintentionally.

Compliance and data flow considerations

• Candidate consent Ensure your Greenhouse workflow includes clear consent language and capture of any required authorizations before ordering a check.
• Data residency and storage Confirm where Yardstik stores screening data, retention windows, and whether encryption-at-rest policies align with your company standards.
• Access controls Map least-privilege access in Greenhouse so only authorized users can view sensitive screening results and PII.

Expected timeline improvements (example)

Common questions recruiters and operators ask

ROI considerations — a practical example: if a recruiting team processes 200 hires per year and each manual screening order takes an average of 10 minutes of recruiter time plus two instances of follow-up averaging 20 minutes total, switching to an integrated ordering flow that saves 7–10 minutes per candidate can reclaim dozens of recruiter hours annually. Pair that with fewer start-date delays to reduce revenue leakage from late onboarding.

Best practices to get the most from Yardstik in Greenhouse

• Standardize order triggers Define which Greenhouse stage or scorecard action triggers an order to avoid duplicate requests or premature checks.
• Assign clear ownership Designate point people for screening exceptions so reports that require adjudication don’t stall offers.
• Train hiring managers Show hiring managers how to access results in Greenhouse and what criteria should escalate to HR for review.
• Monitor invoices regularly Reconcile Yardstik invoices monthly against Greenhouse orders to spot billing anomalies quickly.

Troubleshooting and support: If results don’t appear in Greenhouse, first confirm the order was submitted and check Yardstik’s support portal. Because Yardstik emphasizes customer support, escalate through their defined channels (support ticket, account manager) if you encounter repeated delays or data mismatches. Keep a short SLA log for recurring issues to track patterns and root causes.

Scenarios where you should evaluate alternatives

• Non-North America needs If your hiring is primarily outside North America, validate regional availability and local compliance support before committing.
• Highly specialized screening For niche industry checks that require bespoke processes, confirm Yardstik supports those specific services or consider a specialized vendor.
• Tight multi-vendor procurement rules If your procurement requires multiple pre-vetted vendors, ensure Yardstik meets procurement criteria and contract terms before implementation.

Integration metadata (quick reference)

Next steps to deploy Yardstik in Greenhouse