Greenhouse + The Cognitive Integration
The Cognitive integrates with Greenhouse so AI interviewing and sourcing run alongside the workflow tech companies and scale-ups already use: you import active candidates from the Greenhouse stage you choose, invite them to a live AI interview, and write each score, summary and report link back to the candidate as a note. Greenhouse is one of The Cognitive's 60+ ATS integrations, all connected through one integration from the dashboard. Your Greenhouse stages and decisions stay yours: the integration never moves or rejects a candidate.
What does the Greenhouse integration do?
- Pull candidates in: a sync imports the active candidates sitting in the Greenhouse stage you select, ready for an AI interview invite.
- Note write-back: for imported candidates who have interviewed, the score, a summary and the report link are written back to Greenhouse as a note, where Greenhouse accepts notes through the integration.
- Stages untouched: nothing in Greenhouse moves or gets rejected by the integration; your team makes every call.
- Beyond your applicants: The Cognitive's sourcing reaches ~900M public profiles, so the people you interview are not limited to Greenhouse applicants.
- Structured first round: a fixed rubric per role and a scored report linked from a note on the Greenhouse candidate.
- Nothing forks: Greenhouse keeps being the source of truth while The Cognitive supplies the interview and evidence layer.
The Cognitive in a Greenhouse workflow
Greenhouse is built around structured hiring: scorecards, interview kits and stage-by-stage plans are first-class objects. The Cognitive brings the same discipline to the first round, the stage that is hardest to keep structured by hand: every candidate is interviewed against a fixed rubric, with questions that adapt to their answers, and scored 1 to 5 on each criterion.
Most Greenhouse teams import candidates from the Application Review or phone-screen stage, the block that stalls pipelines when interviewers are busy.
In practice the pairing changes what a Greenhouse debrief starts from. Instead of a half-filled phone-screen scorecard, the team opens a note on the candidate with the AI interview score, a summary and a report link: a 1 to 5 score per criterion, overall written feedback, the transcript and the recording of a 10 or 20 minute conversation. The Greenhouse scorecard for the human rounds stays exactly where it is.
Still choosing an ATS? Our guide to Greenhouse pricing explains the 3 plans and what drives a quote, Greenhouse alternatives compares 10 options for growing teams, and the Lever review covers the ATS most often shortlisted against it.
How does candidate sourcing get into Greenhouse?
Candidate sourcing is the outbound half of recruitment: searching for people who have not applied, checking they fit the role, revealing contact details, and starting the first conversation. An applicant tracking system is inbound by design: it holds and moves the people who already found you, so sourcing is the step that decides whether there is anything in it worth tracking. Every system on this page is a system of record for applicants; none of them goes and finds candidates.
That is the gap The Cognitive's AI sourcing fills. A search brief written in plain English runs across ~900M public profiles with contact details enriched from 30+ sources; the role becomes a durable role pool that keeps everyone each search finds. Each candidate a search returns costs 1 credit, a personal email reveal 4 and a phone number 12, charged only on a successful reveal, so browsing a search result is cheap and only the shortlist you act on is not. People you source stay in The Cognitive's role pool and are not written into Greenhouse automatically; you decide who to interview and who to add to Greenhouse yourself.
Greenhouse teams source against a job post that already exists, so the search brief can be pasted straight from the job description rather than written from scratch. The people a search finds stay in The Cognitive's role pool; the recruiter adds the ones worth pursuing to Greenhouse, where the same structured-hiring scorecards cover them as cover inbound applicants.
Where each step of hiring lives once Greenhouse and The Cognitive are connected
| Step | What happens | Where the record ends up |
|---|---|---|
| Search | A plain-English brief runs across ~900M public profiles; filters, seniority and location narrow it. Every candidate returned costs 1 credit | Role pool in The Cognitive |
| Verify | Each card opens with a "Why this match" line tied to the brief, so a match is something you can check rather than a claim to take on trust | Role pool in The Cognitive |
| Reveal | Verified emails (4 credits) and direct phone numbers (12 credits), enriched from 30+ sources and charged only when a reveal succeeds | The candidate's profile in The Cognitive |
| Outreach | Email sequences from Sourcing Pro up, sent from your own mailbox; a reply stops the sequence | The Cognitive |
| Import | A sync pulls active candidates from the Greenhouse stage you choose | Candidate stays in Greenhouse; a copy is ready to invite in The Cognitive |
| Interview | A live two-way AI video interview: fixed rubric, questions decided live and adapted to the answers given | Report in The Cognitive: scores, written feedback, transcript and recording |
| Write back | Score, summary and report link for imported candidates who interviewed | A note on the candidate in Greenhouse, where it accepts notes through the integration |
| Track and report | Stages, approvals, requisition reporting and compliance stay in Greenhouse | Greenhouse, which stays the system of record |
How does setup work?
- 1. Connect: from The Cognitive dashboard, pick Greenhouse in the integration window and authorize it with your Greenhouse admin credentials.
- 2. Set the stage: select the Greenhouse stage that feeds candidates into The Cognitive.
- 3. Use it: a sync brings candidates in, you invite them, and finished interviews go back to Greenhouse as notes with the score and report link.
- Nothing in Greenhouse moves on its own: stages and decisions stay with your team.
Recruiting metrics Greenhouse can report, and the one it cannot
| Metric | What it measures | Available from Greenhouse alone? |
|---|---|---|
| Time to fill | Days from requisition open to accepted offer | Yes, it is a count of stage dates |
| Cost per hire | Total recruiting spend divided by hires made | Partly: the sourcing and screening time components usually sit outside the ATS |
| Stage conversion and drop-off | Share of candidates surviving each stage | Yes, per requisition |
| Source of hire | Which channel produced the hire | Yes for inbound; outbound only if sourced candidates are pushed in with their source recorded |
| Quality of hire | How hires actually perform, and whether they stay | No, it needs pre-hire evidence the ATS never collected |
Recruiting metrics are the numbers that describe how a hiring pipeline behaves: how long a requisition takes to fill, what each hire costs, how many candidates survive each stage, and how good the people you hire turn out to be. Four of the five come straight out of an applicant tracking system, because they are counts of things the system already records.
Quality of hire is the exception, and it is the one hiring managers actually argue about. It needs evidence about how a candidate performed before they were hired, and a resume plus a recruiter's written impression is not evidence you can correlate against anything later. A scored interview report, with a 1 to 5 rating per criterion, overall written feedback and the transcript, is what makes the correlation possible at all. We publish no benchmark figures for any of these: a number drawn from someone else's funnel predicts nothing about yours, so measure your own for a quarter and compare against that.
Why teams add The Cognitive to their ATS
Tracking candidates is what Greenhouse does; finding and evaluating them is the gap The Cognitive fills. Search ~900M public profiles from a plain-English brief, then invite the people you pick, or the applicants you import from Greenhouse, to a live AI interview that books itself into their calendar. AI Sourcing and AI Interview each start at $99/month.
Frequently Asked Questions
Does The Cognitive integrate with Greenhouse?
Yes, it is one of The Cognitive's 100+ ATS integrations. A sync imports candidates from the Greenhouse stage you pick, they take a live AI interview when you invite them, and each result is written back to Greenhouse as a note with the score and report link.
Can The Cognitive source candidates into Greenhouse?
The Cognitive sources candidates alongside Greenhouse: it searches ~900M public profiles from a plain-English brief and enriches contact details from 30+ sources. Sourced people stay in The Cognitive's role pool and are not written into Greenhouse automatically. Search results cost 1 credit per person shown; a personal email reveal costs 4 credits and a phone number 12, charged only on a successful reveal.
Does Greenhouse find candidates who have not applied?
No. Greenhouse is an applicant tracking system: it stores, moves and reports on people already in a hiring process. Finding candidates who have not applied is outbound sourcing, a separate job that teams either do by hand in LinkedIn and job boards or hand to sourcing software such as The Cognitive.
Which Greenhouse stage should feed AI interviews?
Most Greenhouse teams import candidates from the Application Review or phone-screen stage, the block that stalls pipelines when interviewers are busy. You choose the source stage in The Cognitive, each role can use its own rubric, and every decision after the interview stays with your team in Greenhouse.
Do I need engineering help to connect Greenhouse?
No. You connect Greenhouse from The Cognitive dashboard in one integration window, using the admin credentials Greenhouse asks for, then pick the stage to import from.
Which plans include ATS integration?
ATS integration comes with the Interviews Pro, Max and Business plans. Plans bill monthly or yearly, and you can cancel anytime.
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