Zinc and Greenhouse integration: Automate background and reference checks in your ATS

Zinc’s integration with Greenhouse connects a global background- and reference-checking platform directly to your ATS workflow, enabling HR teams to request and receive verifications without manual handoffs. The integration automates candidate screening steps, centralizes reports in Greenhouse, and accelerates identity verification and criminal-record checks across 190 countries. This article explains exactly what the Zinc–Greenhouse integration does, who should consider using it, expected benefits, setup and compliance considerations, turnaround patterns by region, and practical tips to get the integration running smoothly while protecting data and reducing time-to-hire.

Quick overview: What the Zinc–Greenhouse integration does

• Single-click check requests Create background and reference check requests from a Greenhouse candidate record without exporting data or switching systems.
• Automated follow-ups Zinc automates candidate and referee follow-ups to reduce manual chasing and speed up responses.
• Centralized reports Completed verifications and detailed reports are attached to Greenhouse for auditability and onboarding.
• Global coverage Support for checks in 190 countries, including identity verification compliant with the UK IDVT Trust Framework.

How the integration works at a system level: When a recruiter triggers a screening action in Greenhouse, the candidate’s data is sent securely to Zinc via API. Zinc executes the chosen checks—identity, criminal record, and references—applies country-specific workflows, and returns a structured report and status updates back to Greenhouse. Data movement is typically limited to the fields required for the check (name, date of birth, identity documents, contact details). Zinc’s API updates the candidate timeline and stores the full report in the candidate’s Greenhouse profile for recruiters and hiring managers to review.

Key benefits for hiring teams

• Reduced time-to-hire Automation and follow-ups reduce processing from weeks to days in many jurisdictions, shortening the final stages of recruiting.
• Consistency and auditability Standardized checks and stored reports in Greenhouse simplify audits, record-keeping, and compliance reviews.
• Global scalability 190-country coverage lets companies use the same provider for cross-border hiring, eliminating the need to manage multiple vendors.
• Higher confidence in hires Detailed reports and identity verification certified to the UK IDVT Trust Framework provide strong assurance for high-stakes roles.

Who should consider this integration

• Enterprise teams hiring internationally Companies scaling across regions that need a single, compliant provider for cross-border checks and consistent processes.
• High-volume hiring programs Talent teams running thousands of hires per year benefit from automation and reduced manual work.
• Risk-sensitive roles Financial services, healthcare, and security-sensitive positions that require robust identity verification and documented checks.
• Companies requiring fast onboarding Organizations where offer-to-start timelines must be short—Zinc’s faster turnaround minimizes delays.

Manual screening vs Zinc integration in Greenhouse

Typical turnaround windows by region (indicative)

Compliance and identity assurance: Zinc’s certification under the UK IDVT Trust Framework means its identity-verification processes meet recognized standards for proofing and evidence handling. For employers this matters where legal or regulatory obligations require demonstrable identity verification steps. When implementing the integration, confirm local data-protection rules (for example, lawful basis for processing and data retention policies) and use consent workflows to document candidate permission for checks. Zinc provides privacy policy references and country-specific guidance to support compliance.

Setup checklist: practical steps to implement Zinc with Greenhouse. Start by confirming account and API access with both platforms and designate an implementation owner. Map the required candidate fields in Greenhouse to the Zinc request payload and test with a pilot group of candidates in one region before broad rollout. Also configure user permissions in Greenhouse to restrict report access, establish SLA expectations with hiring managers, and create a simple standard operating procedure (SOP) for recruiters to know which checks to request at which stage.

Best practices and common pitfalls

• Pilot by region Start with one country or region to validate workflows and turnaround expectations before global expansion.
• Clarify check types Define which roles need identity only, identity + criminal, or additional reference checks to avoid unnecessary requests.
• Manage expectations Communicate realistic timelines to hiring managers—not every jurisdiction will return results in 24 hours.
• Protect sensitive data Limit who can view full reports and ensure retention policies align with local regulations.

Measuring ROI: data points to track after deployment. Track average time-to-complete checks per region, recruiter hours saved per check, percentage of hires with completed checks before start date, and any compliance incidents avoided. Comparing baseline manual processing hours to automated hours gives a clear estimate of time and cost savings. Also measure hiring funnel velocity—if time-to-hire shortens and offer acceptance rates remain stable or improve, that indicates the integration is reducing friction without harming candidate experience.

Zinc feature matrix (selection)

Common questions about integrating Zinc with Greenhouse

Example workflows across hiring stages: For high-volume hiring, configure checks to trigger automatically after an offer is accepted—this minimizes workflow steps during sourcing and interviewing. For risk-sensitive roles, trigger identity and criminal checks at the offer stage and start references earlier so both can complete in parallel. Document each workflow in your SOP and align hiring managers on the point of check initiation to avoid last-minute surprises that delay start dates.

Troubleshooting and escalation: Common issues include missing candidate data, mismatched identity documents, and slow referee responses. Maintain a short troubleshooting guide for recruiters: verify candidate data completeness, re-request missing information via Zinc’s candidate portal, and escalate unclear identity matches to Zinc support with case IDs. Establish an internal SLA for escalations (for example, 24–48 hours to open a support case) and keep stakeholders informed of any delays that affect start dates.