Hiring and performance management usually live in separate tools, run by separate teams. That makes it hard to learn whether your interviews pick people who go on to do well. This page covers how NTRVSTA connects with Lattice, how people teams use the link, and how setup works.
What the Lattice integration does
The NTRVSTA and Lattice integration connects hiring data with the performance, goals and growth work your managers run in Lattice. The interview is the first structured look you get at a new hire. Lattice is where you keep looking for the rest of their time with you.
Joining the two helps in both directions. Managers get context on a new hire's strengths from day one, and the talent team gets a feedback loop on whether the first round measures what matters.
How teams use NTRVSTA with Lattice
- Better first 1:1s. A new hire's manager reads the shareable interview report (scores, highlights and notes) and opens with the areas the interview flagged for growth.
- Checking the interview against reviews. After a review cycle, compare first-round score breakdowns with review outcomes to see whether your interview questions predict performance.
- Tuning soft-skills exams. If reviews keep pointing to communication or leadership gaps, adjust the role's interview to use the soft-skills exams in NTRVSTA's library that cover those areas.
- Clear STAR evidence. Behavioral answers follow the STAR method (Situation, Task, Action, Result), which gives managers concrete examples rather than impressions.
- Onboarding goals. Use the interview's highlights to set a new hire's first goals in Lattice, so early OKRs build on real strengths and close specific gaps.
One caution: interview scores describe a candidate on one day, in one format. Treat them as a starting point for a manager's conversation, not as a performance rating. Reviews should judge the work people actually do once they join, and the interview should only add context. Our guide on how AI interviews are scored explains what each score measures.
Setting it up
NTRVSTA's team connects Lattice for you. Most companies are done in a few days, depending on customization. You'll need a Lattice admin from your people team to approve access.
It helps to agree up front which interview data managers should see. Book a demo and we'll talk it through.
About Lattice
Lattice calls itself "the HR platform that people love." Its site lists products for performance reviews, talent reviews, 1:1s, feedback, engagement surveys, goals and OKRs, career growth and compensation, along with HR analytics and AI features.
Related integrations
- NTRVSTA + Culture Amp for engagement and performance.
- NTRVSTA + BambooHR for core HR records.
- NTRVSTA + HiBob for HR at growing companies.
- NTRVSTA + Rippling for HR and IT in one place.
- Learn how teams measure quality of hire.
Questions
Does NTRVSTA work with Lattice?
Yes. NTRVSTA integrates with Lattice, so hiring data can be connected with the performance and growth work your managers do there. Our team sets it up. It is most useful for companies that want to learn whether their interviews predict how people perform after they join.
How long does it take to connect Lattice?
A few days for most teams, depending on customization. A Lattice admin on your people team needs to approve the connection. Decide in advance which interview data managers should see, since that is usually the main customization.
Do candidates need a Lattice account?
No. Candidates take the interview from a link. Lattice comes in only after someone is hired and joins your team. Their interview data is only connected to Lattice if they are hired, according to the rules your people team sets.
See the report your managers would start from. Book a 20-minute demo, or try a sample interview yourself.
