# Workable BambooHR integration

*Workable → BambooHR*

**In short:** A Workable to BambooHR integration turns each hired candidate into a fully populated BambooHR employee the moment they reach the Hired stage - carrying name, contact details, job title, department, location, start date, hiring manager, and the accepted offer's compensation across without anyone re-keying it. Done properly it is not a nightly CSV: it is an event-driven, idempotent pipeline that fires on the hire, matches against existing employees to avoid duplicates, maps Workable values onto BambooHR's exact list options, and hands recruiting-to-onboarding handoff to software instead of a coordinator with a spreadsheet.

## What a Workable to BambooHR integration actually does

Workable is where a hire happens: the candidate is sourced, interviewed, offered, and finally moved to the Hired stage with a job, a department, a location, a hiring manager, and an accepted offer attached. BambooHR is where that person becomes an employee: a record with a start date, job information, compensation history, a reporting line, and an onboarding packet.

Between those two systems sits a coordinator copying fields from one browser tab into another - name, email, title, department, start date, pay - and getting one of them wrong often enough that payroll or the org chart has to be corrected later. A Workable to BambooHR integration removes that step entirely. When a candidate is marked Hired, the pipeline reads the structured data Workable already holds, maps it onto BambooHR's fields and list values, and creates the employee so onboarding can start the same day.

## What data moves

| Workable object / event | Becomes in BambooHR | Notes |
| --- | --- | --- |
| Candidate moved to Hired | New employee record | The trigger event; creation is gated on this stage (or on a signed offer) |
| Candidate personal & contact fields | Personal tab (name, email, phone, address) | Only fields Workable owns; BambooHR-owned onboarding fields are left untouched |
| Job / requisition | Job Information row (title, department, division, location) | Mapped onto BambooHR's exact list values, not free text |
| Start date | Hire date + Job Info effective date | Drives the effective date of every dated table row |
| Accepted offer | Compensation table row | Pay rate, pay type, pay period, currency as a dated entry |
| Hiring manager | Reporting-to / supervisor | Resolved to an existing BambooHR employee ID, not a name string |
| CV, offer letter, attachments | Employee files | Optional; documents filed against the new employee |

The exact field map, the list-value crosswalk, and which fields are authoritative are agreed once during scoping and encoded in the pipeline. After that, nobody re-keys a hire by hand.

## The details that break naive syncs

A one-click connector or a nightly export gets you the easy 80% and leaves the expensive 20% on your recruiter's desk:

- **List values must match exactly.** BambooHR validates Department, Division, and Location against configured lists. Workable's "Engineering - Berlin" is not BambooHR's "Engineering" plus location "Berlin, DE". Without a maintained crosswalk the API either rejects the record or silently creates junk list entries that pollute your reporting.
- **The hiring manager is an ID, not a name.** BambooHR's reporting line points at an employee ID. A Workable manager name has to be resolved to that ID, and handled sanely when the manager is not yet in BambooHR.
- **De-duplication and rehires.** Candidates apply with personal emails; some are former employees. Matching on a natural key before insert is what stops a rehire from opening a second employee ID and quietly breaking headcount and tenure.
- **Compensation is a dated table, not a field.** BambooHR keeps compensation as effective-dated rows. The offer's pay rate, type, period, and currency have to land as a correctly dated entry, or downstream payroll pulls the wrong figure.
- **Don't overwrite what BambooHR owns.** People are hired before tax IDs, bank details, and emergency contacts are collected - those are gathered by BambooHR onboarding self-service. The pipeline must populate the recruiting-owned fields and never clobber fields the employee or HR fills in later.
- **Idempotency and rate limits.** A re-run or a webhook redelivery must never create the employee twice, and the pipeline has to respect both Workable's and BambooHR's API rate limits under a burst of same-day hires.

## How we build and run it

We treat this as an event-driven pipeline, not a scheduled dump. A Workable webhook (or a guarded poll) fires when a candidate reaches Hired; the pipeline validates the payload, resolves the manager and the list values, matches against existing BambooHR employees, and creates or updates the record with the agreed field map.

The pipeline is idempotent: every hire carries a stable identifier, so a retried event or a redelivered webhook never produces a duplicate employee. It runs on cloud-native, fully EU-hosted infrastructure, so candidate and employee personal data never leaves the EU - which keeps your DPA / AVV and GDPR position clean.

And then we keep it running. Monitoring, alerting, incident response, and - critically - watching for Workable and BambooHR API changes are our responsibility under contract. Onboarding stops depending on a coordinator remembering to copy a hire across before the person's first day.

## When this integration is worth building

If you hire a handful of people a quarter, the native handoff or even manual entry is genuinely fine, and we will tell you so. The pipeline earns its place when hiring volume is steady, when compensation and reporting lines have to be right the first time, when duplicate and rehire records are already corrupting your headcount reporting, or when the recruiting-to-onboarding handoff has become a recurring source of first-day mistakes that a pipeline should have prevented.

## Frequently asked questions

### Doesn't Workable already have a BambooHR connector I can just switch on?

There is a native handoff for basic new-hire fields, and for a low hiring volume it can be enough. It gets thin fast once you need compensation from the accepted offer, the hiring manager resolved to a real BambooHR supervisor, department and location values that match your BambooHR lists exactly, and reliable de-duplication for rehires. A managed pipeline covers the fields and edge cases the switch-on connector leaves on your recruiter's desk.

### When exactly does the employee record get created - at offer, at hire, or on the start date?

You choose, and we build to it. Most teams create the BambooHR record when the candidate hits the Hired stage in Workable so onboarding tasks and self-service can begin, then set the BambooHR hire date and job-info effective date to the agreed start date. If you would rather hold creation until a signed offer or a confirmed start date, the pipeline gates on that event instead.

### How do you stop a rehire or an internal move from creating a duplicate employee?

We match before we create. The pipeline checks the incoming candidate against existing BambooHR employees on a natural key you nominate - usually work or personal email plus name - and, for a match, updates rather than inserts. Rehires are routed to your agreed process instead of silently opening a second employee ID, which is the failure that quietly corrupts headcount and payroll reporting.

### Does compensation from the Workable offer come across correctly?

Yes, where the offer is structured in Workable. We map the accepted offer's pay rate, pay type (salary or hourly), pay period, and currency into BambooHR's compensation table as a dated row, not a flat field. Free-text offer notes cannot be trusted as a source of pay, so we agree during scoping which offer fields are authoritative and which stay a manual confirmation.

### Who operates it after go-live, and where does candidate data live?

We do, and it stays in the EU. The pipeline runs on cloud-native, fully EU-hosted infrastructure that we monitor. Candidate and employee personal data never leaves the EU, which keeps your DPA / AVV and GDPR obligations clean. If Workable or BambooHR changes an API, that is our problem to fix under contract - you get a named owner, alerting, and an SLA, not a script someone has to babysit.

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## Request a scoping call

Need this integration built and permanently operated? Tell us which systems connect and what data has to move. Fixed-price scoping quote within 48 hours.

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