People teams that run engagement surveys and performance cycles in Culture Amp often want to know how hiring shapes those results. This page explains how NTRVSTA connects with Culture Amp, how teams use it to close the loop between hiring and employee experience, and how setup works.
What the Culture Amp integration does
The integration connects NTRVSTA hiring data with the engagement and performance work your team does in Culture Amp. It treats the candidate's interview as the start of their employee experience, not a separate event that ends at the offer.
With both sets of data connected, you can ask better questions. Do people hired through a structured AI first round settle in faster? Are new hires in certain roles telling you in onboarding surveys that the job differs from what the interview described?
How teams use NTRVSTA with Culture Amp
- Onboarding feedback that points back to hiring. When new hires report a gap between the role and their expectations, the talent team can revisit that role's interview questions and job description.
- Performance calibration context. Managers preparing for calibration can see the original score breakdown and video snippets of key moments, so early impressions are grounded in evidence.
- Retention patterns. People analysts look at whether candidates who struggled in certain interview areas leave early, then adjust what the first round tests.
- Fair, consistent hiring. Every candidate for a role gets the same structured interview, adapted to their answers. NTRVSTA's NYC Local Law 144 bias audit is published on our compliance page, which helps when your culture survey asks whether hiring feels fair.
- Manager onboarding. New managers who inherit a recent hire can read that person's interview report to understand why the team chose them and where they were expected to grow.
Be careful about how interview data shows up in employee experience work. Engagement survey answers are often confidential, and interview data shouldn't be used to identify individual responses. Most teams keep the connection at the level of groups and trends, and share individual interview reports only with the hiring manager and HR.
Setting it up
We connect Culture Amp with your people team. For most organizations it's a few days of work, depending on customization. A Culture Amp admin needs to approve the connection on your side.
Decide early which interview data belongs in employee records and which should stay in hiring. We can help you think it through on a demo call.
About Culture Amp
Culture Amp describes itself as an employee experience platform. Its site groups products into Engage (engagement, pulse, onboarding and offboarding surveys, retention insights) and Perform (performance reviews and calibration, 1-on-1 conversations, goals and development plans), plus an AI coach.
Related integrations
- NTRVSTA + Lattice for performance and growth.
- NTRVSTA + Personio for HR in Europe.
- NTRVSTA + Workday for enterprise HR.
- NTRVSTA + Snowflake to analyze it all together.
- Read about candidate experience, where the employee experience begins.
Questions
Does NTRVSTA work with Culture Amp?
Yes. NTRVSTA integrates with Culture Amp, so hiring data can be connected with engagement and performance data. We handle the connection with your people team. It is most useful for people teams that want to see how hiring affects onboarding, engagement and retention.
How long does Culture Amp setup take?
Usually a few days, depending on customization. Someone with admin access to Culture Amp needs to approve the connection. Most of the time goes into deciding which interview data should connect to employee records, so settle that early.
Will candidates get Culture Amp surveys because of this?
No. Candidates only take the AI interview. Culture Amp surveys go to employees according to how your people team runs them, not because a candidate was interviewed. Interview data and survey data serve different purposes, and your people team decides how they relate.
Want to see the first step of your new hires' experience? Book a 20-minute demo, or try the sample interview a candidate would take.
