Nobody wants a second system. Your recruiters have a pipeline they know, in a tool they have already been trained on, with the candidate history already in it. An assessment platform that asks them to work somewhere else has added a tab, not a capability.
So HireBeep is built to disappear into the ATS you already run. The integration model below is the one both Recruitee and Teamtailor designed for exactly this — assessment vendors are a first-class category in both partner programs, not an afterthought bolted onto a generic API.
How it works
- You configure a trigger. Pick the pipeline stage that should kick off an assessment, per job. You choose the stage — it's your pipeline.
- A candidate reaches that stage. The ATS fires a webhook to HireBeep with the candidate's details and the job context.
- We invite them. Same link, same experience, same rubric for everyone in that role.
- The grade goes back onto their profile. Score, plain-language rationale and the full report — written to the candidate record in your ATS, where your team already looks.
Nothing about your workflow changes. The screening inside it gets structured, bias-checked and auditable.
Recruitee
Recruitee — now part of Tellent — has a purpose-built Partners API whose
documented integration kinds are assessment, background_check and
reference_check. It is designed for this and nothing else.
| Aspect | How it works |
|---|---|
| Trigger | The candidate_moved webhook — fired when a candidate moves pipeline stage, is disqualified or requalified. |
| Write-back | A report is PATCHed with status, score, completed_at, subtitle, properties and urls. |
| Signing | Webhooks carry X-Recruitee-Signature — a hex HMAC-SHA256 over the body. Retries back off exponentially, up to 9 attempts over 48 hours. |
| Rate limit | 1,000 requests per minute per token. |
Teamtailor
Teamtailor's Partner Results API is the richest assessment surface of the two, and its data model happens to fit what HireBeep produces unusually well.
| Aspect | How it works |
|---|---|
| Trigger | A stage-based trigger configured by you on a job. Teamtailor fetches our config endpoint and renders a form, so you pick the assessment settings inside Teamtailor rather than in a second tool. |
| Write-back | PUT to a supplied update URL: assessment.score (0–100), assessment.grade, a summary, nested details, attachments, and per-criterion scores. |
| Criteria mapping | We declare assessment criteria; you map them to skills and traits in a job's evaluation profile, feeding Teamtailor's own job-match scores. |
| Regions | Separate EU (Ireland), NA (Oregon) and AP (Australia) stacks with distinct API hosts — so EU candidate data stays on the EU stack. |
| Versioning | Date-pinned via an X-Api-Version header, so changes don't arrive unannounced. |
Teamtailor lets a partner write back individual criterion scores, not just a single number. That maps directly onto how HireBeep grades — one holistic grade, but built from criteria you can inspect — and it is what keeps the reasoning visible inside your ATS rather than stranded in ours. It also matters legally: a decision whose elements can be separated for analysis is a decision you can defend. Why that's true.
What we won't pretend
Integration pages usually imply that connecting an assessment tool to an ATS is a solved, generic problem. It isn't, and you will hit these regardless of which vendor you pick.
Teamtailor's score is a number from 0 to 100, plus a grade enum, plus criteria. Recruitee's score is a
string — "10", "10%", "10/20". Same product, same grade,
two incompatible shapes. Teamtailor hands you an update URL to PUT; Recruitee has you
PATCH a report under your own codename. Every ATS is a bespoke adapter. Anyone selling you a
generic connector is selling you a lowest common denominator.
- Stages are yours, which means mapping is real work. Pipelines and stage names are defined per customer, per job. There is no canonical "Assessment" stage anywhere in the industry. Every tenant needs its triggers configured, and a renamed stage will silently stop firing. We would rather tell you that now than during your first hiring round.
- Reports are links, not files. Teamtailor stores an attachment as a URL plus a description — the ATS does not hold the PDF. That means report hosting, link lifetime and authorisation stay our problem, which for a compliance-first product is a detail worth asking us about rather than glossing over.
- Auth models differ. Recruitee's core API uses a personal token that inherits one user's permissions — deactivate that user and the integration stops. Teamtailor uses account-level scoped keys that cannot be edited after creation, only replaced.
- Recruitee webhooks are configured in the UI, with no documented API to create them — so onboarding has a manual step we can't automate away.
Other ATS platforms
SSO & provisioning
HireBeep supports SAML 2.0 single sign-on and SCIM provisioning, so access follows your existing identity source rather than becoming another list somebody has to remember to prune.
Why this matters for compliance
An integration page looks like a plumbing topic. For this product it isn't, because where the record lives determines whether you can produce it later.
- The rationale travels with the grade. Writing back a bare score would leave your ATS holding a number nobody can explain — which is precisely the position Art 86 and GDPR Art 15(1)(h) make uncomfortable. The reasoning goes back with it.
- Data residency is a routing decision. Teamtailor's regional stacks mean EU candidate data can stay on EU infrastructure end to end — worth confirming for your tenant rather than assuming.
- Your ATS is not your audit trail. ATS retention is set for recruiting, not for defending a claim years later. The retention conflict doesn't go away because the score is visible in Recruitee.