Greenhouse Reviews: 4.4/5 — Solid Choice

It is very intuitive and easy to use. Our employees don't have issues using the system

Reporting is limited sometimes if data integrity isn't 100%

Hiring at a large scale.

I like the scheduling, especially for multi interview/panelist situations. I like the chat feature but wish there were more options for help outside of tutorials.

I wish the reporting had more customization options. I wish the milestones could be edited. I wish the ad market had a better search feature, especially for DEI boards.

Reporting is terrible, I can't get the numbers out with per interview-specific info. I would like to be able to edit the survey that goes out to candidates after the interviews.

Pretty easy and simple UI / UX, and easy to tag and interact with colleagues or even external recruiting agencies.

There are some links that look a bit confusing - similar naming links going to different page or view, for example "Application Review" v.s. "New Applications to Review"

Filtering CVs by relevant keywords is very useful and helps us to focus our time and energy on most relevant candidates.

I like the scorecards and candidate tracking system with the ability to track information easily and tag other recruiters in the notes. I also like creating automated steps when requesting availability.

I dislike the user interface when searching for candidates based on what stage they're in, the "last edited or viewed" tool when you search is inaccurate. I also wish the reporting tools were better - when reporting on a position being able to breakdown that week by how many recruiter phone screens, manager phone screens, onsites, ect. and not have it arranged by when they apply but first conversation.

I am solving the problem of making sure we are touching base with candidates to create a more interactive interview process. The reminders tool has been an enormous benefit after implementing it into my day-to-day!

You can easily filter and find past applicants, and you can quickly filter, add comments and reject or accept for any position

Missing a clear overview of what candidates are in the process and what status

Time - All interviews already have the questions set in GH and therefore it is a very smooth process to gather all the feedback from different stakeholders

stability of the systems, options for many reports that I can share with HM

UX needs to be improved in my opinion, I think it is worth thinking of ways to improve the dashboard

It helps running many recruitment processes in parallel in a comfortable and fast way

I like the simplicity of the platform and landing page.

How long it takes to find certain settings

Problems of keeping interviewers accountable when interviewing. Scorecard reminders are great.

Easy interface. Very clear to know where to go to accomplish tasks

Not much to dislike. For me it was the company I was at frequently switching software

It helped me prepped for the process of interviewing candidates.

Like the ability to create an onboarding process for new hires.

Not everything is in one area - compared to other ATS that allow you to move from candidate to req or move candidates to different areas, GH is not the most user-friendly.

I am not in GH all that often. Scorecards post-interview are nice.

I like the activity feed, the ability to follow candidates, and the customization

When viewing a candidate profile, I don't like how contact information for candidates disappears depending on whether you have clicked on and opened a job that the candidate is being considered for. The integration with Linkedin could be better. At times, it just stops working. Other times, when you try to search for a job to import the profile into, some jobs don't show up. It also appears there are two different ways to view a candidate, but they look very similar, so it is hard to know which "view" you're in. You can view a candidate through the job they're being considered for, or you can view them independently, but those two pages look so similar it's confusing to know which one you are in. Permissions for various parties (HR/recruiting and hiring managers) to view candidates are hard to manage. It would also be better if it just defaulted to everyone being able to see everything.

Tracking applicants and as they go through the application and interview process. We've been able to track a huge number of candidates to various jobs and automate parts of the interview and hiring process.

1) email templates and ability to set the hiring process 2) the tagging of other colleagues for discussion about candidates makes it easy to keep track of all communications

1) reporting ability is limited. ie. I can't even set conditions like "not equal to". I prefer to see my reporting pipeline according to my stages and have the breakdown of each candidate listed in these pipelines Will be great if I can also shift columns around , sort them or filter them (some basic excel capabilities) I also prefer to see my candidates listed results with standard columns like title, email, contact, stage they are at and company automatically I will prefer to be able shift my candidates in different stages like kanban board or trello board. Make it easy to visually see where they are at in the hiring process and when hover over them a snapshot of their profile info and number of days are they in our hiring process. ie. since application till todate.

Tracking of candidates from different sources and linkedin connectivity is definitely a huge plus. It cuts down manual input of candidates details into Greenhouse. Ie. import from Linkedin or CVs pdf or doc imports. This is super useful. I think a more intelligent parsing will be great, still see quite a number of info missing at times after the import.

good for managing process, it makes it easy to know how many candidates are being considered and where they are at in the process

Too many steps to set up the jobs, there should be an easier way to duplicate jobs so you don't have to do as much set up

having GH has made it easier to manage recruiting overall. We've become more efficient with tracking candidates so it helps with candidate experience

Really great help centre articles, easy to navigate

Reporting functionality and ability to ensure data integrity

Helps for tracking candidates and pipelining, keeping track of/opening and closing our jobs, advertising on our job boards

The overall system is easy to work with and new users find it easy to use as well.

Currently cannot "schedule" individual tests to go out, which has been an issue since we do not sent tests in bulk. Why can I schedule a rejection email, but not an email for an exercise/test/document submission? Any chance candidate's could stop getting the Greenhouse emails in their spam folders? We constantly get told that our outreach emails/scheduling emails/confirmation emails are getting tossed in the spam folder. That means we have to go onto our own google accounts and send emails there instead. Having a reminder/follow up spot is wonderful. Any chance it could also have a choice of when you receive the follow up email? The follow ups coming in all at the same time for that day is fine.. but it would be great if you could have a choice to pick a time for it if you know you want the follow up to come in the afternoon or whatever time. Sometimes getting 10-12 emails all at 9am can hurt scheduling.

Scheduling has been simple for all our interviewers to use.

Our Recruiters and Hiring Managers love the flexibility and ease of use.

There are a lot of limitations when it comes to audit capabilities and logic for fields or offer triggers that make it more difficult for us to optimize and scale.

We have one central place where we receive referrals and applicants, can review resumes, schedule and produce offers. We are also able to integrate with several tools, like LinkedIn, Starred, HireRight, HackerRank, DocuSign and Workday

It's easy to use for candidates and the application process is quick and simple

The reporting features are really lacking. As Recruiter on jobs I cannot get an overview of activity (interviews with Hiring Mgrs or other members of the hiring team) on my dashboard. I have had this feature before in other ATS. The only way to get a daily overview is to create a customized daily report but even then it is not very good. Greenhouse onboarding has issues with the ADP connector. As a global organization we hire internationally and greenhouse does not push candidates through the ADP connector if they do not have a SSN. We have to manually enter all global hires. I wish scorecards were customizable for different level of interviews (one set for the HR level, HM level, or the onsite/other interviewers).

The ATS is easy to use on the candidate end and pretty easy to use for interviewers.

I like that Greenhouse tracks my open roles and candidates across those different roles that have applied.

To me, Greenhouse is not that user friendly. It seems like its UI could get an update, as it looks/feels/drives very programmer to me.

We are solving the problem of not having all of our open positions and candidates in one neat place for review and interviews.

How easy it is to use and how simple the process is for hiring managers. I also appreciate all the integrations with other tools (LinkedIn, Calendly, Gem, TalentWall, Bamboo, etc)

There is just no easy way to visualize your pipeline in their interface. I feel like it's easier for candidates to slip through the cracks if I don't set manual reminders or use a 3rd party tool for this. Additionally, their reporting is really narrow - it would be much more powerful if I had the ability to set multiple custom filters like you would in Salesforce or Insight Squared.

We are benefited by a single source of truth for all candidate communications. The bcc maildrop feature is incredibly helpful and it is easy to track all feedback and notes in Greenhouse.

easy to learn how to use. Frequent updates and improvements. Lots of webinars and additional resources.

There are so many things that greenhouse fails to consider for candidate experience, and the workflows aren't as customizable as i would hope. for example, there are set 'tasks' for recruiter/coordinator/etc but that doesn't account for teams like mine where the coordinator takes on many recruiter tasks. The fact that it doesn't connect with gmail - ie - when i send an email through greenhouse, i can't reply to it from my gmail until the candidate replies first. If i have to follow up with someone, i have to send an additional email which bogs down their email. During suggesting availability, i can't see multiple interviewer calendars, like i can in the schedule interview view. The functionality clearly exists, so why can't it be applied to the request workflow? If we want to change an interview plan (ie change names of stage, update stages etc) it impacts all current candidates, so we often have to open up a new job, and then transfer candidates. if we mark a candidate as hired and leave the job open, it will create a new opening, which is not always needed. Please prompt us before creating a new opening. Confusion between offices and locations. and GDPR is complicated and none of the GH workflows make sense for GDPR.

easy for our stakeholders to use and learn.

Greenhouse was fairly easy to learn. I like the fact that it is user friendly and includes all candidate information. I also like that it syncs automatically with Google calendar and Linkedin to provide us with all the candidate's information.

I dislike how much I need to cross check with other platforms to make sure I'm not scheduling over something important. I wish Greenhouse would automatically update user tags and make my job a little faster, but they are constantly improving the platform.

I have problems with Greenhouse suddenly quitting on me, having limited access to reqs and candidate pages, constantly having to cross check when scheduling. The benefits include the fact that it's very user friendly.

very helpful when preparing for an interview

there is nothing that i dislike, I don't use this too foten

I am using greenhouse to prep for interviews so i can view their resumes

I really like the search options within Greenhouse. At a company where we hire hundreds of candidates per quarter, it's super easy to either search for the position or candidate within Greenhouse.

As someone who does not use Greenhouse every day, but when needed or pulled into interviews, it is sometimes hard for me to navigate. It is extremely in depth, but it goes from page to page to page and I sometimes get lost because not everything is on one page and the 'web breadcrumbs' are not easily/at all visible.

Organization for our hiring process, easy to fill out scorecards in a timely manner.

- you can customize it - different types of accounts with different permissions - nice scorecards - good interview prep, places to add additional info - offer management

- poor UX, buttons don't look like buttons - a clicker, you need to go through many pages to do something - many metrics, but way of presenting them is not very useful, especially if you have different stages in different roles, our Hiring Managers don't want to use GH metrics - you can't communicate with your agencies through GH (e.g. comment on their candidate)

- managing recruitment stages and communication with candidates and Hiring Managers

I like how you can easily track a candidate along the interview process.

It sometimes seems to hard to find what I am looking for.

We wanted to have a way to easily track our recruits for various job openings. It has helped us to have a one-stop shop to track our notes and thoughts about each candidate.

Greenhouse is interesting because I've used a bunch of other old school ATS and they were just not cutting it. Greenhouse is certainly one of the better tools based on how it organizes information, it's clean layout and a few bells and whistles it provides in terms of reporting. I also love their app.

This is supposed to be a power house tool. Yet I still find so many bugs in the system which is frustrating, especially when I'm trying to move quickly.

Greenhouse is an important applicant tracking system that can help a team track the candidates who are coming into their pipeline as well as the analytics surrounding how a Recruiter is working with those candidates. Once you start pulling that data, and measure that data, you can start to gain insight into your efforts much more effectively.

Available integrations with other platforms

Scheduling interviews is a pain. They would constantly change things without letting us know, which would break our integrations. Reporting isn’t very useful if your interview processes are different and have different stages. Not very intuitive.

ATS. It can integrate with Typeform for a better candidate experience

Its very user friendly and is easy to navigate

Their calendar function is terrible, half the time the calendar invitations don't even load into Greenhouse.

We use Greenhouse to keep track of all our recruiting. It has been a helpful tool in organizing and keeping track of our various open roles at any time.

Interface - system is intuitive and fairly easy to use. Easy to tag other teammates and filter when searching for candidates.

Reporting/tracking - reports are not efficient and it's not that easy to create custom reports based on company needs... we use Tableau (integrated with Greenhouse) for better reporting. I also really dislike the bulk upload function and the fact that "candidates" get bulk uploaded as prospects... which means a human has to go back in and manually move them all into "candidate" buckets.

One main problem we're trying to solve is how to efficiently manage, track, and followup re: referrals. Benefits, we can easily store all people in Greenhouse but it's been tricky to figure out how to sort leads from active referrals (we don't like the "prospect" bucket)... and figuring out how to easily follow up with larger amounts is tricky. Right now, we set up reminders per referral... gets fairly granular and complicated.

It provides a clear view of candidates and jobs

I have to click many times to go from a scorecard to the candidate's profile

Recruiting

The consent improvement and new fetures.

Reporting could be more straightforward.

ease of setting up interviews and communicating with candaites.