Homerun connector

Use your Homerun data for reporting, automation and AI.

Data Panda pulls your Homerun vacancies, applications, hiring stages, scorecards and notes into the same warehouse as your finance, marketing and operations data. From one place we turn it into dashboards, automations, AI workflows and custom apps that founders, hiring managers and people leads use during the week, not only the morning of the next hiring sync.

About Homerun

The ATS that small creative teams pick because their career page should not look like everyone else's.

Homerun was founded in Amsterdam in 2014 by Willem van Roosmalen, Thomas Moes and Bob Kreefft, on the observation that every company has its own culture and brand, yet most job posts read like the same dry bullet list on a plain white page. The first product was a visual job-post and career-page builder; an applicant tracking system grew on top of it, and in 2025 the suite expanded into people management with Homerun HR. The company was acquired by ISH Holding in January 2024 and runs today out of Amsterdam, with a customer base above 1,500 teams across 30+ countries.

The product covers the hiring scope a thirty-to-three-hundred-person company uses: branded career pages with a no-code builder, custom application forms with questions and assignments, a kanban pipeline with customisable stages, structured scorecards to keep evaluations consistent, calendar-synced interview scheduling, and hiring analytics on the basics (sources, time-in-stage, conversion). Native plugs sit on the channels these teams already use: LinkedIn, Indeed, Google for Jobs, Google and Outlook calendars, Google Meet, Microsoft Teams and Slack. The tone is deliberately anti-corporate: design studios, creative agencies and product-led startups pick Homerun when Greenhouse and Workable feel too process-heavy and a careers-page-on-Notion has run out of road. Pulled into a warehouse next to HubSpot, Exact Online and the HRIS, the Homerun record finally answers the questions a Homerun board alone does not: which sourcing channels turn into hires (not just applications) per role family, where the pipeline stalls between assignment and final round, and whether the offer-acceptance dip on senior designers is a market signal or a comp-band problem.

What your Homerun data is for

What you get once Homerun is connected.

Hiring and recruiting reporting

Vacancies, applications, stages, sources and offer outcomes on one page across every role family and country.

Source-to-hire conversion per channel and role family, not just applications counted
Time-in-stage with the stages that consistently hold the pipeline named
Offer-acceptance and decline reasons per role family, comp band and recruiter

Process automation

Turn Homerun pipeline events into the downstream work the rest of the stack expects, without a per-tool handoff.

Push hire records into the HRIS the day a candidate moves to hired stage
Open a Slack channel and book the kick-off when a senior offer is accepted
Sync rejected-but-strong candidates into the talent CRM with the role tags intact

AI workflows

Put the application record, scorecards and historic hire outcomes behind AI that reads the full hiring picture.

Score new applications against the scorecard pattern of past hires in the same role
Draft recruiter-screen notes and follow-ups grounded in the application and CV
Natural-language Q&A across vacancies, applications, scorecards and hire outcomes

Custom apps on your data

Lightweight tools on Homerun data for hiring managers and founders who should not need a Homerun seat to read their own pipeline.

Hiring-manager workbench with open roles, stage aging and shortlist scorecards
Founder cockpit with offers out, acceptance rate and ninety-day retention per role
Sourcing tracker with channel cost lined up against actual hires made

Use cases

Use cases we deliver with Homerun data.

A list of concrete reports, automations and AI features we have built on Homerun data. Pick the one that matches your situation.

Source-to-hire conversionApplications-to-hire conversion per channel and role family, not just applications counted.

Time-to-hire by stageDays from application to offer, broken down by the stage that consistently holds the cycle.

Offer-acceptance trendAcceptance rate per role family, comp band and recruiter, with decline reasons.

Pipeline stage agingCandidates sitting past the agreed window per stage, vacancy and hiring manager.

Recruiter throughputVacancies, screens and hires per recruiter against agreed capacity per quarter.

Cost per hire by channelSourcing spend per channel lined up with actual hires, not application volume.

Scorecard signal-to-hire fitScorecard patterns of past hires that retained, set against shortlist scorecards today.

Diversity at each stageFunnel pass-through at each stage with the demographic split, where consented and lawful.

Vacancy aging by role familyRoles open past their target start date, per role family, hiring manager and site.

Ninety-day hire retentionHires from Homerun joined to HRIS leaver records inside their first ninety days.

Career-page conversionCareer-page visit-to-application conversion per role and traffic source.

Interview load per panelInterview hours booked per interviewer and panel, against capacity per week.

Real business questions

Answers you will finally get.

Which sourcing channels deliver hires, not just applications?

Applications joined to hires per channel, role family and quarter, with cost where the channel has a spend line. Talent leads see that LinkedIn brought four times the application volume of the developer-community board last quarter, but the community board landed twice as many hires per euro spent. Channel mix for next quarter stops being a gut call and starts being a number on the hiring plan.

Where does the pipeline consistently stall between application and offer?

Time-in-stage per role family with the median, the long tail and the named stage that holds the cycle. The hiring lead sees that designer roles spend nine days waiting on the assignment review while engineer roles slip in the second technical interview, instead of treating time-to-hire as one number across every role.

Are the candidates we hire staying past the first ninety days?

Hires from Homerun joined to leaver records in the HRIS for the first ninety days, per role family, recruiter and channel. Founders see the channel and recruiter combinations that produce hires who stay, and the ones whose hires drift past day-thirty without ever fitting in, before the same pattern repeats next quarter.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Recruiting cost per hire by channel and role family, lined up with the hiring plan and the cost-of-capacity model. Finance stops booking sourcing spend as a flat marketing line and starts seeing the cost-per-hire that ties back to the Homerun record it came from.

For sales leaders

Sales-role pipeline state in Homerun read against the quota plan: which AE seats are still open past their target start, where the offer dropped through, and how the ramp window shifts the coverage forecast. Revenue leadership stops being told weeks late that DACH coverage is short.

For operations

Hiring-stage aging and interview load across hiring managers in one capacity picture. The COO sees which hiring managers are letting reqs drift past day-thirty and which interviewers are absorbing more than their share of panels this quarter.

Ideas

What you can automate with Homerun.

Pair with HiBob

Move Homerun hires straight onto the Bob employee record

When a candidate moves to hired stage in Homerun, the application, scorecards, signed offer terms and start date land on a new Bob worker record without a per-hire spreadsheet handoff. Recruiting and people ops stop re-typing the same fields, the start date drives the onboarding workflow on day one, and the Homerun source channel stays attached to the worker so ninety-day retention can be read back per channel later.

Pair with Slack

Drive hiring-pipeline Slack moments from Homerun stage events

Homerun stage events post in the right Slack channel without a recruiter forwarding messages by hand. New applications on a senior role ping the hiring manager, candidates stuck past the agreed window in any stage trigger a nudge to the owner, accepted offers post a celebration in the team channel and open the kick-off thread. Recruiters stop running a manual notification queue and the pipeline stays visible to the people who have to move it.

Pair with HubSpot

Reuse the HubSpot careers traffic story in the Homerun funnel

HubSpot's tracking on the careers pages and HubSpot CMS landing pages joins the Homerun application record per role and traffic source. Marketing sees which campaign or referral channel produced the visits that became applications and, downstream in Homerun, the applications that became hires. The careers funnel finally reads end to end instead of breaking at the page-to-form handoff, and the next sourcing-budget call gets a number per channel rather than a hunch.

Pair with monday.com

Mirror Homerun reqs and stages on the monday hiring board

Many small teams run delivery on monday.com and add hiring as another board next to the project work. Open Homerun vacancies, candidate counts per stage and offer status mirror onto a monday hiring board, so founders and project leads see the hiring pipeline in the same view as the work it has to staff. Stage updates stay in Homerun where the recruiting workflow lives, while the operational visibility lands where the rest of the team already looks every morning.

Pair with Calendly

Read Calendly interview bookings on the Homerun candidate record

Where teams use Calendly for self-scheduled interview slots alongside Homerun's calendar plug, the booking, no-show, reschedule and panel-load data joins the Homerun application record in the warehouse. Hiring leads see no-show rates per role and stage, the panels carrying interview load above plan, and the candidates whose reschedules add days to the cycle, instead of reading two systems side by side and stitching the picture in their head.

Pair with Exact Online

Tie Homerun hires and recruiting spend back to Exact Online

Recruiting spend booked in Exact Online (job-board invoices, agency fees, careers-page hosting) joins the Homerun source-channel record, and hires landing from Homerun feed the personnel-cost plan in Exact. Finance reads cost per hire per channel against actual invoices instead of estimates, and the next personnel-budget conversation has the Homerun pipeline behind it rather than a quarterly estimate built in a separate spreadsheet.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your Homerun data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Homerun to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

Homerun connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which Homerun tables land in the warehouse?

The connector pulls the Vacancies catalog, Job Applications with their custom-question answers, hiring stage history, ratings and notes, plus uploaded files metadata and disqualification reasons. Application source attribution and timestamps come along, so source-to-hire and time-in-stage are computable in the warehouse rather than in screenshots. Authentication runs through a Homerun public API v2 bearer token scoped to your account.

Does our Homerun plan support API access?

Homerun's public API is available on the Plus plan tier; lower tiers do not expose it. Where your team is on a lower plan, the practical step is either an upgrade for accounts that genuinely use the data or an export-driven load on a slower cadence for accounts that only need the basics. We confirm plan tier and rate limits (currently sixty requests per minute) at scoping rather than after the contract.

How is candidate data handled in the warehouse?

Candidate names, contact details and CV content can be kept in restricted schemas that only recruiting and people leads reach, while the funnel-shape data (counts per stage, source, time-in-stage, hire outcome) powers the dashboards the rest of the business uses. Access is enforced in the warehouse, not per dashboard, so a new finance report cannot accidentally surface a candidate detail it does not need to see, and retention rules can be set per schema rather than per report.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your Homerun setup and the systems around it. Together we pick the first thing worth building.

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