The Greenhouse In-House Recruiter

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An in-house recruiter at a company of 100–1,000 people managing 5–15 open roles at any given time. Greenhouse is their operating system for hiring. They know it well. They also know all the ways their company uses it wrong — job stages that don't reflect reality, interviewers who don't submit scorecards, hiring managers who give verbal feedback in Slack instead of structured feedback in the system. They are the connective tissue of a hiring process held together by their own follow-up.

• →Move candidates through the pipeline at a pace that doesn't lose them to competing offers
• →Give hiring managers and interviewers exactly what they need without a Slack conversation per candidate
• →Report on pipeline health and time-to-hire without building the report from scratch

• —Scorecards that interviewers submit 3 days after the interview, or not at all
• —Hiring managers who give a decision by Slack instead of by Greenhouse action
• —The candidate experience gap — what candidates see vs. what the recruiter knows
• —Pipeline reports that require export and manipulation to answer a basic question

• Hiring is a sales process — the candidate is evaluating the company as much as the reverse
• A slow feedback loop loses great candidates to faster-moving companies
• The data in the ATS is only as good as the humans who use it consistently

Manages 5–15 open requisitions across multiple departments. Uses Greenhouse daily — pipeline review, candidate communication, interview scheduling, scorecard review. Works closely with hiring managers who have varying levels of Greenhouse proficiency. Schedules interviews via Greenhouse's scheduling tools or a third-party integration. Sends offer letters through Greenhouse. Reports weekly pipeline metrics to the head of talent. Has customized interview plans for each role. Has not customized job stage names because that requires an admin.

• →Automatic scorecard reminders with escalation to the recruiter when overdue
• →remove the manual Slack chase without removing accountability
• →Hiring manager decision workflow that works inside Greenhouse (not Slack)
• →keeps the pipeline data accurate and the candidate record complete
• →Candidate-facing status pages that show where they are in the process
• →reduce inbound "checking in" emails by half
• →Pipeline health dashboards that update in real time replace the Friday export

Pairs with `hiring-manager` interviewer persona for the full candidate evaluation workflow. Contrast with `agency-recruiter` for the in-house vs. external recruiting workflow and incentive differences. Use with `first-time-job-seeker` UX persona for candidate experience design.