Greenhouse

Our company uses Greenhouse for all communications regarding potential candidates. From the sourcing aspect of the process to the interviewing cycle to the offer stage and beyond. I personally am a sourcer that performs some recruiting tasks that involve advanced stages of the pipeline. I have coordinated interviews, sourced candidates from the database, communicated with the team and candidates, and kept track of active candidates at different stages of the pipeline.

We use Greenhouse as our central applicant tracking system. From creating and managing requisitions to incorporating different interview stages, Greenhouse is the one go-to-stop for all things candidate management and experience-related. I use it to input and submit candidates, and as they go through the interview steps, Greenhouse helps the decision-making process.

Greenhouse is used as our primary platform for managing open roles and positions in our organization. We use Greenhouse to organize, categorize and store any present and future openings for positions at our company. It is used internally by a variety of stakeholders to evaluate candidates and provide feedback during our interviewing process.

I have used Greenhouse in multiple organizations I have been with (including in my current position). It has been an invaluable tool both in the HR and Sales aspects of my job. It has helped my team and me accurately house prospect and client data, specifically for running trials and activating live accounts. It has also been a huge timesaver by helping us put candidates for jobs available on my team through the hiring funnel with ease.

We use Greenhouse as an applicant tracking system. We also integrate Greenhouse with other systems through delivered and non delivered integrations. An example of a delivered intergration would be SHL. When the candidate completes the SHL test, the candidate SHL score will automatically be saved on the candidate profile. On the other hand, an example of a non delivered integration would be Workday, where we integrate candidate data from Greenhouse to create their profile on Workday when they are marked as hired.

We use Greenhouse as our ATS system to track and manage candidate applications to jobs organization-wide. Greenhouse also serves as a CRM database for future passive candidates that we may want to consider for roles we paused or new roles in areas we previously recruited in. The product solves our reporting issues and allows us to look at the big picture of how well our organization is doing at recruiting top talent.

We use Greenhouse to accurately and efficiently track our candidates going through any process in the company. It keeps everyone in the loop and everything seamless during the recruiting process. Greenhouse makes it super easy to communicate with different teams and hiring managers and just really takes a lot of the hassle out of recruiting.

At our company, we use Greenhouse Recruitment as an applicant tracking system and recruiting software. When candidates apply for a job opening, their candidate profile gets instantly created on the system. Since we have configured workflow into the system for each job category, it helps recruiters to easily identify at which stage the candidate is at. When the hiring manager asks recruiters, they will also be able to answer how many candidates are at each stage. For instance, 10 were at the recruiter interview and 3 were waiting for an offer to be signed. We also integrate the Greenhouse system into the Workday system. At the moment the candidate is marked as hired, the candidate profile becomes an employee profile in Workday. The ability to integrate with other systems significantly saves the HR team so many manual hours.

We are using it as our ATS system as well as use many of the integrations. This is critical for marketing, and getting exposure to candidates. Pushing to job boards and having internal users used as a way to give feedback in the hiring process. I really like how user-friendly it is, and the team is very happy with it!

My last company used Greenhouse. At the time of implementation, the company was a quickly scaling software start-up. We needed an ATS that could allow us to keep track of all of the hiring demands that a scaling company has. Moreover, the company values inclusion and diversity, and fair hiring practices, which Greenhouse aims to address by building in features that are made to mitigate bias.

We use Greenhouse as our data repository for candidates but also for our entire interview process with hiring managers. We ask them to use scorecards in Greenhouse, which are standardized for all interviewers, to best capture the interview feedback. It is easy to move candidates through the pipeline in Greenhouse, from the initial application review to the offer stage.

We use Greenhouse mainly to manage referrals, applicants, interviews, and new hires. It´s our main HR tool to address our fast-growing company. Precisely because the expansion rate at this moment is so fast, we needed something that could facilitate the candidates look up and keep the candidates, interviews, and processes as easy to find as possible. Greenhouse was able to do all that.

Greenhouse is utilised in our organisation for the following tasks:
1. Displaying of various Open positions along with job descriptions.
2. Referring relevant talents for the open roles and positions.
3. Keeping track of all the applicants for the job roles.
4. Keeping track of the interview feedback for the candidates.

Uses for Greenhouse in our organisation:
1. Keep track of all open roles and positions in various departments of the organisation.
2. Refer relevant talent for open positions in the organisation.
3. Keep track about the status of our referrals for each step of interviewing process.
4. Get feedback about the application status of our referrals.

The Greenhouse has allowed our company to provide a well-designed path for the candidates (both internal and external) to have a clear way of their evaluations. They are starting from their resumes, covering the interviewing process, and providing feedback to them until a decision has been reached. The flow and design of the tool are well-thought and easy to use.

I use Greenhouse to filter candidates for interview process, these candidates are sourced from various recruiting agencies and certain candidates are referred by internal employees.Greenhouse helps us in sourcing and identifying the right candidates and then smoothening and better structuring the whole interview process.

We use Greenhouse as our Applicant Tracking System for all Full-Time roles. Prior to using Greenhouse our old applicant tracking system was clunky, didn't allow for CRM functionality, and didn't allow us to fully capture the information we wanted or customize it in the way we were hoping. We can now stay in touch with candidates, and house interview questions in the system.

We use Greenhouse as our primary ATS. It helps us collect and organize all data regarding candidates and helps us drive our recruiting strategies and efforts towards our hiring goals.

We use Greenhouse as our Applicant Tracking System ( ATS) in our Talent Acquisition Department. Greenhouse helps with the overall recruiting process. It does help with onboarding but we don't use that particular function for our needs. The main business problem Greenhouse addresses is helping keep the interview process organized from start to finish. It is a one stop system where you can do the following: Job Postings: easily post jobs to your career site with one click Collect candidate feedback/Evaluation forms in a timely manner with auto generated emails Generate customized reports of candidates that can be exported to google docs or excel Track candidates in various interview stages Ability to create a specialized interview plan for various jobs Greenhouse has a number of integrations with many other companies so it really helps streamline certain processes. There is an integration of a variety of platforms i.e Codility, Linkedin Recruiter, background check, diversity sourcing etc that Greenhouse integrates with. I'm easily able to import candidate profiles/data with one click into Greenhouse via the Linkedin Talent integration! It really helps make my life easier and I'm able to spend more time sourcing vs manually uploading and entering info.

We use it as our ATS. It helps us manage all of our candidates, run reports, and communicate with candidates. This tool is very helpful for keeping the entire company's candidates in one database...so every candidate has basically the same experience regardless of what role they interview for. This helps the Talent Acquisition team remain on task, organized and provide reporting information.

We use Greenhouse as an ATS primarily for both our lateral and campus recruiting to schedule interviews, organize processes, and engage with hiring managers. We have also recently been using Greenhouse to advance our DEI goals by collecting candidate information and running reports to benchmark where we are at as a company.

We use Greenhouse primarily for recruiting and job boards. Before Greenhouse, we were using an antiquated system with limited connectivity and analytics. With Greenhouse - we are able to modernize our recruiting process, connect with additional CRMs and use their out-of-the-box analytics reports to make decisions on job postings.

I am the data analyst that pulls data from the greenhouse API and runs metrics for the TA team. I support users in pulling data and creating processes that support data collection throughout the recruiting process.

We use Greenhouse as an external and internal applicant tracking system. The tool is primarily used by our Recruiting team as well as Hiring Managers during the interview process. We are heavy users of the score cards functionality which is very customizable and robust. Last year we also launched the Diversity and Inclusion features.

Our talent acquisition team primarily uses Greenhouse to calibrate the hiring process so that every candidate is measured on the same parameters irrespective of any bias. One member of the hiring team is unable to see the feedback of the other members, thus making sure that the existing feedback doesn't cloud one's judgement. Each interview has a specific objective and a corresponding scorecard to assess the candidate, which makes sure that the hiring manager is making the assessment for different candidates on the same performance metrics. The final hiring decision is made after collating the feedback of the entire hiring panel, making the process more unbiased and fair for the candidates.