Greenhouse

The Talent Acquisition Lead

Structured interview kits and scorecards, scheduling, reporting and SSO sit in the entry plan and an audit log arrives in the top tier, which is the scorecard discipline I need to make sixty hires defensible. But I found no public information on hiring-manager access scoped to their own vacancies, requisition or offer approvals, or German-language candidate communication, so I cannot tell from the pages whether a decision is attributable to a named person. 1 2 4

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The Employer Branding Manager

Structured hiring is the vendor's founding pitch, and the entry plan carries structured interview kits and scorecards, scheduling, reporting and CRM, with an audit log and enterprise data configuration reserved for the top tier. What I could not find is the accountability layer: no evidence of hiring-manager access limited to their own vacancies, approval steps for offers, or a per-candidate history of who changed a stage — and the audit trail only appears in the top plan. A strong core, but the record of who decided what sits above the entry tier. 1 2

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The Data Protection Officer

Structured interview kits and scorecards, scheduling and an audit log in the top plan are evidenced, and the vendor positions itself on structured hiring and auditability. I found no public information on hiring-manager access limited to their own vacancies, on approval workflows for requisitions and offers, or on a per-candidate history of who made each stage change — and the audit log is named only for the top plan. 1 2

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The Works Council Advocate

Structured interview kits and scorecards ship in the entry plan alongside scheduling and reporting — the substance of structured hiring — and an audit log and enterprise-level data configuration exist, but only in the top plan. We found no public information on approval workflows for requisitions and offers, on a per-candidate history of every stage change and who made it in the lower plans, or on templated candidate communication in German. 1 2

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The HR IT Integrator

Structured hiring is their stated heritage and the pricing page backs it with structured interview kits and scorecards, scheduling and reporting in the base plan. But the audit log that would evidence decision history sits only in the top tier, and we found no public information on approval workflows for requisitions and offers, hiring-manager access scoped to their own vacancies, or a per-candidate record of who moved whom. Strong structured evaluation, thinner on attribution. 1 2

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The Skeptic

Structured interview kits, scorecards and scheduling ship in the Core plan and an audit log arrives in Pro — more than an inbox with a status field, and the structured-hiring pitch is at least specific. We found no public information on hiring-manager access scoped to their own vacancies, on calendar-connected scheduling, on German-language candidate emails, or on a per-candidate history of every stage change and who made it. 1 2

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The Talent Acquisition Lead

The candidate portal with real-time status updates and seamless application is genuinely good candidate experience, and sourcing automation is listed as a paid-tier feature. But I found no public information on multiposting, German boards such as the Bundesagentur für Arbeit, a branded career page, Google for Jobs markup, or mobile application without an account — the distribution half of this criterion rests on nothing I can read. 1 2

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The Employer Branding Manager

The one candidate-facing piece the pages show is MyGreenhouse, a portal with real-time updates and surfaced opportunities where candidates can opt out of sharing their profile — but a portal that stores job preferences and search criteria reads like an account, not a phone-first application without one. We found no public information on a hosted career page, distribution to German job boards, Google for Jobs markup, or cost and applicants per channel; for someone who books StepStone postings, nothing here is bookable. 1 3

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The Data Protection Officer

The candidate portal with real-time updates and surfaced opportunities is the one piece of candidate-facing experience the captured pages show. I found no public information on multiposting, on any named German job board such as the Bundesagentur für Arbeit, on Google for Jobs markup, or on career-page accessibility — so nothing tells me how a German vacancy is distributed at all. 1

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The Works Council Advocate

The only candidate-facing evidence is the MyGreenhouse portal, which keeps candidates informed with real-time updates and surfaces opportunities — candidates can at least see their own status. We found no public information on job-board distribution, a branded career page, German boards such as the Bundesagentur für Arbeit, or a mobile application without an account. 1 2

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The HR IT Integrator

MyGreenhouse is a real candidate portal with real-time status updates and what they describe as seamless applying, which speaks to candidate experience. But we found no public information on job-board distribution, the Bundesagentur für Arbeit or any named German board, a branded career page, Google for Jobs markup, or mobile application without an account. A portal is not a distribution story. 1 2

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The Skeptic

MyGreenhouse gives candidates real-time status updates, the one concrete candidate-experience fact on the page. We found no public information on multiposting, on the Bundesagentur für Arbeit or any named German job board, on a hosted career page, or on mobile application without an account, so nothing here evidences how a vacancy reaches German candidates at all. 1

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The Talent Acquisition Lead

There is a data-subject request portal, a stated commitment to delete or anonymize when there is no ongoing business need, and customer data queued for deletion ninety days after contract end. I found no public information on a configurable deletion deadline after rejection or talent-pool consent with expiry — the candidate portal works on an opt-out link rather than recorded consent — and the top tier's audit log is not described as recording who opened an applicant file. 2 3 4

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The Employer Branding Manager

A data-subject request portal exists and the privacy policy commits to delete or anonymise personal information once there is no ongoing business need, but no automatic, configurable deadline after rejection appears on the captured pages. The CRM sits in the entry plan while we found no public information on recorded consent for talent-pool storage, consent expiry, or a log of who viewed an applicant file. The only firm deletion figure I can cite is ninety days after contract termination, which protects the customer relationship, not the rejected applicant. 2 3 4

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The Data Protection Officer

Deletion is a general promise to delete or anonymise once there is no ongoing business need, plus a ninety-day queue after contract termination — I found no automatic deletion running on a date set per rejected applicant. Talent-pool storage is real (CRM features, and the candidate portal sharing profiles with employers via an opt-out link), but there is no stated consent step with expiry, and the audit log over applicant files is named only for the top plan. 2 3 4

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The Works Council Advocate

The contract queues all customer data for deletion ninety days after termination, the privacy policy states personal information is deleted or anonymised when there is no ongoing business need, and a data-subject request portal exists. We found no public information on a configurable per-applicant deletion deadline after rejection, on recorded consent for talent-pool storage, or on a log of who viewed or exported an applicant file outside the top plan's audit log. 2 3 4

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The HR IT Integrator

The privacy policy states personal information is deleted or anonymised when there is no ongoing legitimate business need and offers a data subject request portal, and the contract queues all customer data for deletion ninety days after termination. But we found no public information on automatic deletion of rejected applicants on a configurable deadline, talent-pool consent with expiry, or a view/export log on applicant files outside the top-tier audit log. 2 3 4

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The Skeptic

Deletion is promised only "when we have no ongoing legitimate business need", plus a ninety-day deletion queue tied to contract termination rather than to a configurable deadline after rejection; a data-subject request portal and a Pro-tier audit log are the concrete artifacts. We found no public information on recorded talent-pool consent, per-country retention rules, or how deletion propagates to backups and synced boards — and the privacy policy states candidate personal information may be used to train AI models. 2 3 4

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The Talent Acquisition Lead

AI features are marketed as benefits — a notetaker, voice AI, talent matching, AI-powered report filters — with the contract stating the customer remains solely responsible for hiring decisions and the vendor publishing AI principles plus a bias audit statement. But the captured pages do not document what each feature evaluates, offer a per-feature switch, or name a model provider, and the privacy policy discloses training AI models on personal information — that is a match score I could not explain to a candidate or a works council. 1 2 3 4

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The Employer Branding Manager

AI is marketed hard — AI Notetaker in the entry plan, Voice AI, AI-powered report filters, and Real Talent matching, fraud detection and identity verification — and governance artefacts exist: published AI principles, a bias audit statement, AI Terms written into the contract, and the master agreement's statement that the customer remains solely responsible for all hiring decisions. We found no public information on the inputs each feature evaluates, a per-feature switch, a named model provider, candidates being informed when AI is used, or an EU AI Act position. That is a benefit slide rather than something a works council could base an agreement on, and the privacy policy additionally reserves training of AI models on personal information including application materials. 1 2 3 4

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The Data Protection Officer

AI recruiting, talent matching, an AI notetaker, voice AI and candidate fraud detection are all marketed, backed by published AI principles, a bias audit statement, AI Terms in the contract, and the statement that the customer remains solely responsible for hiring decisions. But no captured page documents each feature's inputs, a per-feature switch, the model provider or how candidates are informed — and the privacy policy says personal information may be used to develop and train AI models. 1 2 3 4

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The Works Council Advocate

AI runs through the product — AI recruiting, talent matching, fraud detection and identity verification, an AI Notetaker, Voice AI — with dedicated AI Terms incorporated into the agreement, published AI principles and a bias audit statement, and the master agreement stating the customer remains solely responsible for all hiring decisions. We found no public information on what any of these features evaluate, on a per-feature switch, on the model provider, or on an EU AI Act position, and the privacy policy reserves the right to use personal information to develop and train AI models — for a works council agreement that is not enough to sign. 1 2 3 4

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The HR IT Integrator

There is more governance language than most: published AI principles, a bias audit statement, AI Terms incorporated into the contract, and a clause that the customer remains solely responsible for all hiring decisions. But we found no public information on per-feature switches, the model providers behind AI Notetaker, Voice AI and talent matching, inputs documentation, candidates being informed, or an EU AI Act position, and the privacy policy states personal information may be used to develop and train AI models. 1 2 3 4

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The Skeptic

AI Notetaker, Voice AI, Talent Matching, AI-powered report filters and Real Talent fraud and identity checks are sold as benefits, the master agreement states Greenhouse makes no hiring decisions, and a bias audit statement and AI principles are published. We found no public information on what any of these features evaluate, on a per-feature switch to turn them off, or on the model provider — and the agreement incorporates DORA and EU Data Act addenda while we found no comparable public EU AI Act position. 1 2 4

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The Talent Acquisition Lead

An API with usage limits, free data export at any time during the term, SSO in the entry plan and a developer sandbox with sync in the top tier are real substance my two-person team could build on. But the 'hundreds of pre-built integrations' are unnamed, and I found no public information on a handover to any HR or payroll system common in Germany, on e-signature, or on webhooks. 1 2 4

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The Employer Branding Manager

The pages show a genuine API with a free export key for the whole term, single sign-on in the entry plan, a business-intelligence connector one tier up, a developer sandbox at the top, and a claim of hundreds of pre-built integrations with no names attached. No HR or payroll system common in DACH is named on the captured pages, and we found no public information on e-signature, SCIM or webhooks, while API limits and fees sit in the order form rather than on public pages. There is an onboarding product to carry the hire onward, but I cannot tell from what is published what it connects to. 1 2 4

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The Data Protection Officer

Hundreds of pre-built integrations are claimed without a single named HR or payroll system, and I found no public information on a handover to a DACH HR system such as Personio or DATEV-connected tools. SSO, a business intelligence connector and a developer sandbox sit in the plans, a free API export key during the term is contractual, but API limits and overage fees live in the order form rather than being published. 1 2 4

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The Works Council Advocate

An API is offered with usage limits, rate limits and fees set per Order Form, hundreds of pre-built integrations are cited as a count, SSO ships in the entry plan, and the vendor sells its own onboarding product. We found no public information on a handover carrying a hire's data into an HR or payroll system common in DACH, on SCIM, on e-signature for contracts, or on any named integration partner. 1 2 4

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The HR IT Integrator

The bright spots for my desk: SSO ships in the base Core plan rather than as an enterprise upsell, the API carries a contractual right to a free export key at any time, and there is a developer sandbox and sync at Pro plus hundreds of pre-built integrations. But we found no public information on handover to any named German HR or payroll system, SCIM, webhooks or e-signature, API usage limits and fees live in each Order Form rather than public documentation, and it is not stated who maintains those integrations — so the hire arriving in Personio or SAP with its documents is unevidenced. 1 2 4

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The Skeptic

An API exists with a free export key and contractual usage limits, SSO sits in Core, a Business Intelligence Connector in Plus and a developer sandbox in Pro, next to "hundreds of pre-built integrations" that the captured pages do not name. We found no public information on a handover to any HR system common in DACH, on calendar or video-interview integration, e-signature, SCIM or webhooks, so the hire-to-HR step is unevidenced. 1 2 4

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The Talent Acquisition Lead

The contracting entity is Greenhouse Software, Inc. of New York under New York law, the privacy policy says primary offices are in the United States and personal information may be processed in any of these countries, and hosting is unstated. The EU-U.S. Data Privacy Framework certification is a transfer safeguard, but I found no published subprocessor list and no statement of where the AI or any CV parsing runs — and every applicant record belongs to a third party who never chose this vendor. 2 3 4

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The Employer Branding Manager

The contracting entity is Greenhouse Software, Inc. of New York under New York law and FTC enforcement, the privacy policy says processing may happen in any of the countries its providers operate in, and we found no public information on hosting location, an EU option, or a subprocessor list covering the AI and parsing pieces. The published safeguards for applicant CVs crossing the Atlantic are the Data Privacy Framework certification and a data processing addendum. For records belonging to people who never chose this vendor, that is close to the bottom of what I can accept. 3 4

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The Data Protection Officer

The contracting entity is Greenhouse Software, Inc. of New York under New York law, primary offices are in the United States, processing may occur in any country of its providers, and I found no published hosting location, no subprocessor list, and no named provider behind the AI features or CV parsing. For thousands of applicants who never chose this vendor, the only visible safeguard is Data Privacy Framework certification. 3 4

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The Works Council Advocate

Every applicant file would belong to a US contracting entity under New York law and exclusive New York jurisdiction, with primary offices in the United States and processing that the privacy policy says may occur in any country where providers and partners operate; subcontractors are permitted but we found no published list. Data Privacy Framework certification is a US framework, and we found no public information on EU hosting or on where the AI and parsing features run — for records belonging to third parties who never chose this vendor, that is the bottom of the scale. 3 4

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The HR IT Integrator

Greenhouse Software, Inc. of New York is the contracting entity, primary offices are in the United States with processing that may occur in any of these countries, disputes go to New York courts, and the transfer safeguard is the EU-U.S. Data Privacy Framework under FTC enforcement rather than an EU arrangement. Hosting is unstated, we found no public information on a published subprocessor list, and the location of the AI and CV processing is unclear — this sits at the bottom of the scale, where every applicant record belongs to a third party who never chose this vendor. 3 4

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The Skeptic

The contracting entity is Greenhouse Software, Inc. under exclusive New York jurisdiction, with primary offices in the United States, processing that "may be processed in any of these countries", and the EU-U.S. Data Privacy Framework as the stated safeguard. We found no public information on hosting location, on a subprocessor list, or on where CV parsing and the AI features run — and every applicant record here belongs to a third party who never chose this vendor. 3 4

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The Talent Acquisition Lead

The pricing page names three tiers and shows which features sit in each, and the contract states fees are based on employee headcount including affiliates, due in advance, exclusive of taxes, on an automatic one-year renewal with a fee increase possible. But I found no public price figures for any tier, and API overages and professional services are charged at then-current rates, so the annual invoice is not computable from the captured pages. 2 4

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The Employer Branding Manager

The pricing page names three plans — Core, Plus and Pro — and shows which features sit in each, while the contract discloses the basis: employee headcount including affiliates, fees due in advance and non-cancelable and non-refundable, automatic one-year renewal with thirty days' cancellation notice, taxes excluded, and a reserved right to increase fees at renewal. No figure for any plan, job-board posting cost or add-on appears on the captured pages, so the annual invoice stays a sales conversation. I can describe the bill but not compute it — a headcount-based model without headcount-based prices tells a buyer nothing. 2 4

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The Data Protection Officer

The pricing page names three plans with their feature lists, and the contract states fees are based on employee headcount including all affiliates — but I found no public price figure for any plan, add-on or job-board posting, so the annual invoice is not computable from the captured pages. Payment terms, advance non-refundable billing and the one-year auto-renewal with a thirty-day cancellation notice are stated. 2 4

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The Works Council Advocate

Three tiers are published with their feature lists, and the fee basis is stated publicly as "Customer's employee headcount, which shall also include all employees of Customer's Affiliates", with payment terms, auto-renewal and taxes-exclusive treatment documented. We found no public price figures for any tier, no add-on prices, no job-board posting costs and no API overage rates — fees are set on the applicable Order Form, so the annual invoice cannot be computed from public pages. 2 4

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The HR IT Integrator

Three plans are named with their feature contents, the pricing basis is employee headcount including affiliates, and the term mechanics are public: annual auto-renewal with thirty days' notice to cancel, fees due in advance and non-cancelable, taxes exclusive, and fee increases reserved at renewal. But no price figure is published for any tier, and we found no public information on add-on prices for AI features, career page or job-board postings, so the annual invoice is not computable from public pages. 2 4

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The Skeptic

Tier names and feature lists are public and the master agreement fixes the basis — employee headcount including affiliates, due in advance, non-cancelable, auto-renewing in one-year terms with renewal price increases reserved. The captured pricing page shows no price figure for any tier, and API usage fees, professional services and migration rates all defer to the order form, so the annual invoice cannot be computed from public pages. 2 4

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