Ashby

When Brandon first joined, a few problems from his team quickly emerged. Limited hiring process : Having been a first talent acquisition hire at previous companies, Michaela expected to see more processes in place coming into an established TA function. There was a clear need to improve the system, add resources, and start to have a real influence on the business. No accountability : Marizza shared how their legacy ATS touted reporting functionality, but the data was often incorrect and always difficult to pull. This led to friction between hiring managers (who pushed for a “perfect hire” without context to what constitutes such) and recruiters (who had to influence with emotion given the lack of data access).…

To go from nervous about trying a system he had never used before to fully comfortable in his first few weeks in seat, Brandon started by reflecting on why he was hired as a Director of Talent Acquisition in the first place. With that reminder, Brandon employed a few vital resources to ultimately take what at the time felt like a “bet” on Ashby.

The HackerOne team felt closer through the bonding that emerged from implementing Ashby. For Marizza and Michaela, it was an opportunity to impress their new manager (Brandon) with what they were capable of. The team learned about one another’s strengths, setting goals, and saw their careers elevate as a result.

Before Ashby, the Notion team had tried other legacy solutions that demanded significant support. Ashby helped them get rid of that barrier with real-time, reliable self-serve reporting.

“Candidate experience survey data is huge. We weren’t able to track it on an individual level before. Now we can automate those surveys and tie it back to applicant metadata and aggregate DEI data, which is so helpful. We’ve also found that Ashby’s UX is better for candidates so we see higher response rates” – Cuyler Hirata

At over 1600 team members and growing, prioritizing quality of hire can be a challenge, so an airtight, powerful hiring system is non-negotiable. But their recruiting tech stack wasn’t giving them the power they needed.

With a growing global company and complex technical demands, the Boomi recruiting team has their work cut out for them. According to Amanda Yates, Boomi’s Global Talent Acquisition Leader, finding strong culture adds is the core of their process.

Seasonal hiring at Avid4 Adventure is a high-pressure process. With only a few months to recruit 500 qualified and motivated staff members, the team faced several hurdles: Lengthy Time-to-Hire: It took 24 days on average to hire a seasonal employee, often delaying onboarding and program readiness. Limited Visibility: Without real-time data, the team struggled to track progress or predict hiring outcomes, risking missed targets and canceled summer programs. Manual Data Transfers: Moving data from their hiring system to WorkBright, their onboarding platform, required tedious manual entry, resulting in errors and inefficiencies in staff onboarding.…

Tori Madsen, Talent Acquisition Manager at Avid4 Adventure, had experience with several applicant tracking systems but found Ashby uniquely suited to their needs. “Only Ashby offered the customizability, data insights, and efficiency we were looking for to manage high-volume, fast-paced seasonal hiring.” —Tori Madsen, Talent Acquisition Manager at Avid4 Adventure Madsen turned to Ashby after becoming frustrated by overly-prescriptive legacy ATS solutions. Avid4 Adventure’s hiring needs were too unique and time-sensitive to follow out-of-the-box ATS playbooks. With Ashby, they built custom interview pipelines, reporting, and automations to hire and onboard diverse, uniquely qualified candidates who bring outdoor education to life.

Overall, Avid4’s very lean hiring team managed to transform how the company attracts, identifies and supports the hundreds of staff bringing their mission to life for campers. “With Ashby, we cut our time-to-hire in half. For a seasonal hiring operation like ours, that’s critical. The speed and efficiency Ashby brings to our process have made a huge difference.”—Tori Madsen, Talent Acquisition Manager at Avid4 Adventure 50% Faster Hiring: The average time-to-hire for seasonal employees dropped from 24 days to 12 days. 4 Weeks Ahead of Goals: Avid4 Adventure met staffing targets a month ahead of schedule for the first time in nearly a decade.…

Camilla Lever, Coder’s Director of People, said that the tools Coder’s talent team were using weren’t meeting their sourcing, communication, or analytics needs. But unless she was absolutely certain of the fit, she wanted to avoid switching. Switching an ATS is always a challenging and disruptive process – so something that I avoid. However, as I learned about the step change Ashby could offer us in terms of streamlining our sourcing process and eliminating the need for add-ons I decided it was worth it – to make things better the implementation was flawless and the Ashby customer success team held our hand the whole way through. After finding Ashby through a networking group, Camilla was hooked.…

Not only would Ashby help Coder’s talent team pare down their tech bloat, it came with integrations Camilla knew the team would use. I wanted to consolidate my tools, and this was a really great way for me to combine LinkedIn with an ATS. From a sourcing perspective, it saves our Sourcers and Hiring Managers 5+ hours on sourcing for each job listing by leveraging the Chrome extension in LinkedIn, and then further streamlines the candidate experience through leveraging the highly configurable email outreach templates and notes feature. Outbound sourcing will always be a critical part of our process because we prioritize having a diverse pipeline and Ashby makes the process delightful.

For a company hiring at Confluent's pace, the recruiting practices needed to keep the business secure were happening at the wrong end of the process, and the actions that needed to be fast were hindered by being spread out across too many tools. .

Confluent found that flexibility in Ashby: With Ashby’s Candidate Fraud Detection, they could move validation to the top of the funnel with initial application review. With Ashby’s Workday integration, they could take the custom engineering and manual data input out of the offer process With Ashby Analytics, they could collapse the scheduling and reporting stack into one place

Taken together, these changes reset what Confluent's talent function is for. A team that once spent its weeks assembling numbers and validating candidates after the fact now spends that time shaping decisions before they are made, which is the difference between a function that reports on hiring and one that steers it. This kind of shift toward is what’s helping the Talent Operations team become more strategic partners with leadership.…

Before Ashby we had very low visibility into our data. It was really tough getting the right reports to surface what we were looking for. As a result, our candidate experience would sometimes slip as we'd lose sight of where they were in the process, and rather than focusing on the high ROI work like moving candidates quickly through the pipeline, we'd get lost in hours of manual data manipulation each week. It was a painful task for our teams and an inefficient use of company resources. With Ashby, we're saving hours each week and the team has a strong handle on our metrics without having to be data analysts.

Before Ashby we had very low visibility into our data. It was really tough getting the right reports to surface what we were looking for. As a result, our candidate experience would sometimes slip as we'd lose sight of where they were in the process, and rather than focusing on the high ROI work like moving candidates quickly through the pipeline, we'd get lost in hours of manual data manipulation each week. It was a painful task for our teams and an inefficient use of company resources. With Ashby, we're saving hours each week and the team has a strong handle on our metrics without having to be data analysts.

Hiring 600 people in a year is difficult when the processes underneath were built for a smaller company. When new growing pains emerged, Fin needed to understand where its funnel was leaking, whether its interview volume was efficient relative to the number of candidates hired, and how to speed up without sacrificing quality. Answering those questions meant leaning hard on recruiting data, something their current data resources weren’t capable of supporting: The data existed, but it wasn’t clear. Though Fin had reporting tools, the data could not be easily understood, conveyed to leaders, and then mobilized into decisions. The data was mistrusted. Rachel’s concern was more than just data accuracy.…

What tied these problems together was a single thread: data that a recruiter, a hiring manager, and a leader could each open, understand, and act on without a data scientist in the room. Fin found that solution in Ashby Analytics. With Ashby dashboards tailored to each audience, recruiters and hiring managers could now access the numbers themselves without any analytics background required.

The through-line across Fin's use of Ashby is the number of folks who are empowered to use and read the recruiting data. Analytics that once belonged to a small expert group became a shared instrument, and that redistribution is what turns an ambitious hiring number from an aspiration into an operating plan. "Ashby will help us to grow by 600 people this year by giving us the data to show how we'll get there and how we'll be able to scale. The way that we could really do that is by giving that data and the visualizations to the entire team – from recruiters at req level to hiring managers and leaders organization wide.…

Before a Quality of Hire program could even be considered, the team knew improving their overall talent operations would be vital. Flock was historically struggling with inefficient and inaccurate data. Their legacy system made collecting survey responses extremely manual and had no ability to customize the surveys it did offer. This limited flexibility hindered the team’s ability to collect information at scale. "We had a lovely human on our team, who every single week, had to email a Google Form Quality of Hire survey to 20+ different hiring managers. That experience is painful.…

Once onboarded to Ashby, the team was operating more efficiently as they: No longer had data reliability issues Eliminated manual collection of Quality of Hire surveys Improved offer ownership and distribution process Upleveled scheduling right within the ATS This opened the opportunity for Laura to tackle her next big idea: Quality of Hire as the north star for talent acquisition . The team was historically reliant on Time to Fill (or TTF). “While you should absolutely have an SLA around TTF, I didn’t feel this accurately represented if you were hiring the right person for the right role.…

The other driving force behind hiring managers quickly submitting surveys is the consistency with which the talent team shares back findings. It’s easy to think you’re just filling out a survey for the sake of process versus progress, especially for what Laura calls a more foreign concept like tracking quality hires. “Creating visibility into your work is the best way for any recruiting project to get buy-in. People want to see results. Even when I’m hiring for my own team, I want to see the Quality of Hire number tick up. I find it extremely insightful when we’re hiring someone and I get to see what did or didn’t change from 90 days to their six months to their one year progression.…

Form Energy began with traditional targeted recruiting efforts. As they expanded their operations, particularly with the opening of a 500,000-square-foot manufacturing plant in Weirton, West Virginia, the company needed to transition to high-volume hiring. The challenge was sourcing and hiring hundreds of manufacturing workers locally — in a community that had previously been reliant on steel manufacturing jobs. “We had to hire hundreds of local manufacturers to work at our new factory, something we hadn’t done before in this region.…

In building out Ashby’s Hiring Events functionality, we were delighted to partner with Form Energy as an early access customer. Members of our team flew from California to Weirton, WV for Form Energy’s in-person hiring events, allowing the Form team to meet and screen candidates in person and allowing us to see Hiring Events firsthand in action. (You can even spot our CEO Benji and engineer Max signing people in at their event on WTOV9 Fox News ). “When we would post a factory role online we’d get a lot of applicants but our traditional interview format wasn’t conducive to meeting folks in person as quickly as we needed to. We hoped to pivot to a simple, quick, and efficient in-person process for local candidates to get to know us.…

From hosting the welcoming page for event registration with the opportunity to upload a resume to being able to bulk email candidates updates regarding the event to post-event reporting, Ashby ultimately helps Form Energy manage: building a strong community connection providing real insights because of analytics in Ashby “Without Ashby, we just wouldn’t be able to efficiently process this volume of candidates. With Ashby, we are able to streamline a highly manual process into something meaningful for both the company and the community. Benji and Max would know, they get to see it all in person!” — Diana Bacallao, Recruiting Coordinator at Form Energy Curious to try Ashby’s Hiring Events functionality? Schedule a demo today.

Even with data at the core of their business, the FullStory talent team previously lacked such insight into their own hiring process. The team’s legacy ATS/tools still required manual processes, hindering the team’s ability to... Operate efficiently as a talent function , previously dedicating an entire headcount to running manual calculations in Google Sheets. Track internal progress towards goals , leaving the team in need of a better way to view pipeline metrics. Communicate confidently with senior leadership . While leadership understood the strategic importance of exceptional hiring, they struggled to understand bottlenecks in the hiring process or performance relative to goals.

The FullStory team looked at a number of BI tools and recruiting analytics solutions. While there were some benefits to BI Tools and some concerns internally about adding yet another recruiting tool, FullStory decided to go with Ashby Analytics – which conveniently plugged into their legacy ATS. Market research made the choice clear: With Ashby as the chosen solution, the team was ready to see if the product met the earlier listed challenges. "It was almost instant. I opened Ashby Analytics and saw clear numbers, color-coding, and all the reporting we’d been missing. It was obvious which goals we’d hit and where they were at risk. It was painting a picture of our performance that made it so much easier to be accountable." — Daashon Eldridge, Sr.…

The decision resulted in a 51% cost reduction by consolidating tools, over 2,000 hours saved by no longer context switching constantly, and meeting the analytics needs first outlined. "With [our legacy tools] there were areas of opportunity we knew we were missing; we just didn’t know how to solve for them. Ashby Analytics was the first step; once we switched over to Ashby All-in-One, it felt like we’d leveled up. Everything we’d been missing was finally there. For us, it was the natural next step in recruiting." — Daashon Eldridge, Sr. Recruiting Ops Specialist

In the fast-paced world of tech startups, every hour counts. Before our partnership with Ashby, Infinite Lambda 's hiring processes leaned heavily on inbound methods and our existing networks. We were using Excel effectively as an ATS. These simpler tools led to inefficiencies as our hiring needs grew and changed. We needed a real ATS to continue expanding globally without being mired in administrative tasks such as… And running our recruiting process entirely in Google Docs, Excel, and Slack not only spread our data thin, but also costs us roughly 20 hours weekly. The process of drawing up manual reports alone was slow and often prone to errors.

Ashby came as a breath of fresh air. One of its significant benefits was the structured and automated processes it introduced, streamlining our aforementioned day-to-day operations. There are a number of noteworthy features that ultimately led us to choosing Ashby. Standardized Templates : While it takes some upfront time investment to develop the templates needed in Ashby, once they’re there… it just takes a few clicks to rock and roll. We’ve set up Candidate Survey templates, which makes it easy to get feedback from candidates and really improve our hiring process. We no longer have to start from scratch on tasks like this every time we have a new role.…

Save 30+ minutes of recruiting time per day Streamline scheduling, reporting, and other laborious tasks Improve data acumen for improved hiring

“We chose Ashby because we wanted a tool that would support us to run a strategic and operationally focused recruiting organization. Monte Carlo is at the cutting edge of data – and so being able to have realtime and reliable visibility over our full hiring process is critical. With Ashby we have both all the data we need to make informed decisions, and a consolidated solution which saves my team and I a lot of time while being much more enjoyable to use. It is 10x better than any of the legacy tools I have used in the past”

Monte Carlo's data-focused company DNA comes through in how their recruiting team operates, and when speaking to the team it becomes clear that their operational focus is a core ingredient in driving tight candidate loops and ultimately high candidate conversion. Monte Carlo is a Series D data observability company helping its customers accelerate the adoption of data to eliminate downtime. The company is in the process of defining a new category of products and is already supporting companies like jetBlue, OpenTable, Pepsico, and Sofi. Leading employee growth for the company is Brenda Tern, a highly regarded TA leader with 16+ years of experience at top global brands.…

The team is now able to report and optimize on hiring outcomes and pipeline on a weekly basis, rather than quarterly. This enables them to make recommendations to hiring managers and leadership that is backed by data vs. anecdotes.

In those first two decades of her career, Veronica experienced a number of challenges building and growing talent acquisition teams. Some notable ones: Difficulty retaining coordinators : She found that relying on large coordination teams made it tough to retain talent who’s core role was about scheduling. Starting out her own career as a coordinator, Veronica knew there had to be a more fulfilling way to define these roles and structure her organization. Reset in market stability : Quick shifts in TA have become the norm. Veronica wanted a culture of agility that allowed Multiverse to remain nimble and make changes without it feeling abrupt or reactive.…

Veronica’s first decision as the new head of TA was to select the ATS. She found Ashby culturally aligned around personalization, progressive features, and overall minimalist approach to a tech stack she desired in such a busy space. “It’s the first ATS I’ve ever been impressed with. We were looking for an innovative partner that was looking to build the future of talent acquisition, not one stuck in the way things had been done 10, 20 years ago.…

In reflecting on where her team is today, Veronica kept returning to the importance of being agile amidst all the changes in talent acquisition. Rather than a team that is constantly reacting to thrash or worrying about keeping everything in their control, she has one that plans for future change. “Change is the only constant in TA right now, but if we can have really nice operational efficiency , we can quickly shift gears and it doesn’t feel like we’re on a roller coaster. Instead it feels like we built a really smart, strategic team that can shift and change with the business. That’s how we become a critical and valuable asset. We see the resets in the market as opportunities to examine efficiency and be creative.…

NETGEAR was entering a new phase where hiring was about to surge. Without any internal TA infrastructure in place, Melissa’s first priority became clear: implement an ATS that could support both short-term hiring goals and long-term operational growth. "We were using our HRIS just to process offer letters and job reqs. No data, no visibility, and everything done manually. My first goal was getting a system in place that could scale with us." — Melissa Potter, Director, Talent Acquisition With a heavy reliance on agency recruiting, the internal team had limited historical hiring data and lacked context for what it would take to make a hire at NETGEAR.…

Ashby quickly became the foundation for NETGEAR’s new TA function. The rollout aligned with the company’s first global hiring plan, allowing Melissa’s team to hit the ground running. The decision to use Ashby proved to be the right one from a few lenses.

In under a year, NETGEAR went from no in-house recruiting to: Over 120 hires made in their first 6 months on Ashby Building a TA team across Americas, EMEA, and APAC Hiring manager engagement and adoption across the business Strategic visibility into open roles, blockers, and pipelines "We went from being reactive and relying only on agencies to building a real recruiting strategy. Ashby helped us establish our workflows, uncover our hiring patterns, and be a real partner to the business." — Melissa Potter, Director, Talent Acquisition With the core infrastructure running efficiently, Melissa is already planning for the next stage of growth and leaning into Ashby to support proactive pipelining.…

In thinking over whether or not to migrate from their legacy ATS and sourcing tools to Ashby All-in-One , Madison and David shared a few considerations that were top of mind. Detached Data : With sourcing data in one tool and interview data in another, Ramp struggled to pull a complete picture of candidate passthrough rates. One Size Fits All : Ramp’s various recruiting pods wanted a process that molded to their unique needs but were forced into the one model their former ATS was designed around. Routine Friction : For a team with high volume hiring, the day-to-day friction that tasks in their former ATS created made hiring feel like a chore for hiring managers.…

After already using Ashby Analytics as an add-on to their previous ATS, the Ramp team decided to migrate their full talent stack onto Ashby. Beyond the ability to consolidate their data into one source of truth, they wanted improved visibility, control, and automation of key components of their individual workflows.

Beyond the tangible savings on time (Madison previously spent 50% of her time simply pulling data to make sense of pipeline), Ashby has empowered Ramp’s team to make nimble yet informed decisions. The platform itself has been straightforward to understand for recruiters and hiring managers alike. “It’s built so that it’s not only easy to use, but it allows us to just increase our throughput and move a lot faster — especially in a startup where velocity is key.” — David Kwon Yi, Senior Technical Recruiting Manager at Ramp These benefits compound over time and in totality have caught the attention of stakeholders across the organization.…

When Tim arrived, the recruiting operation was slow, expensive, and dependent on external resources. The tooling underneath it all could not give him a trustworthy picture of why.

What Tim needed was a system with data he could trust to help alert where the hiring process was breaking, and one flexible enough to help establish new processes while they maintained their hiring velocity. Ashby gave Tim both. "The tooling that we had at the time wasn’t working for this. I couldn’t get the right data, I couldn’t understand all the problems, and we couldn’t build a full process in what we had. So the first thing that I did was remove the ATS that we had at the time and brought in Ashby." — Tim Chattaway, Director of Talent Acquisition

Rebuilding the recruiting function with Ashby shifted the team from a potential liability for the business to a function that hires at scale, controls its own outcomes, and earns the trust of the hiring leaders it serves. The same team that was once seen as a drag on delivery now hires around 600 people a year across the globe, with six recruiters and no agencies, and it does so on data Tim can defend line by line. That combination of high volume held to a high standard is what makes Tim’s talent team one the business relies on. A clear signal of this shift is that Tim no longer watches the metric that first defined the problem.…

Even in the earliest days of Vanta, the team at large — from the CEO to everyone on recruiting — was committed to a thorough and sophisticated talent process. Core pillars such as robust structured interviewing and interview plans were adopted early. But as the team grew, new hiring locations were being added, and new role types were being scoped… a number of blockers began to emerge with their legacy recruiting stack. Switching between multiple systems, including a stagnant ATS, made it difficult for the team to add new variables to their recruiting process when there were already so many to juggle. “I was in [Legacy ATS] for nine years.…

After hearing positive reviews from his own network, Ari encouraged the team to migrate from using Ashby Analytics as one of four point solutions to Ashby All-in-One for their end-to-end recruiting stack . Previous ATS’s Liz has worked with made work such as customizing data collection, expanding to a new location, or making simple adjustments in the hiring process nearly impossible. A task as foundational as adjusting job descriptions for the compensation requirements of a specific region required jumping through multiple hoops, an exciting step now on the roadmap to implement. With a goal as ambitious as 100+ new hires a quarter, the team needed a system that could move at their pace. “We can do it all with Ashby.…

Fueling all the custom functionality is Ashby’s product velocity . For Liz and Ari, the unique combination of product development and prompt response rate of the Customer Success team has led to a pleasantly surprising relationship. “I feel heard as a partner. I know you’re not building based on my feedback alone, but sometimes it feels like that! I share a pain point, and then a few months later it’s solved. It’s quite different from my experience with other ATSs. From the consistent follow up to the in-depth conversations, it feels like the product is developing with us.…

Alan’s previous ATS presented a host of issues: interview calibration was difficult, using a separate scheduling tool required recruiters to context-switch across platforms, reporting was static and difficult to slice, and collaboration between business partners was slowed by lack of visibility. "When you’re in the state we are in, where every single person who joins the company matters a lot and you’re growing really fast… you just can’t afford to waste time.…

Ashby stood out to Alan for its all-in-one architecture, built-in automation, and strong track record of continuous product improvement. Over a year into using the product, three specific areas stand out to the team.

Since switching to Ashby, Alan has: Consolidated systems into a single platform for scheduling, interviewing, and reporting Sunset legacy automations and manual workarounds Increased hiring manager visibility and engagement Built a high-trust reporting framework for strategic decision-making "We chose Ashby because we saw it as the future of recruiting. We’re watching where recruiting is going, and Ashby is building in that direction. Our ambition was always to make the recruiting team more efficient, and find something that helps us do that by default. Ashby helped us stop waste time on tooling and start focusing on recruiting." — Maxime Le Bras, Talent Lead at Alan Ready to bring operational efficiency to your hiring? Request a Demo .

January’s talent acquisition team encountered several roadblocks when preparing to fulfill its new hiring targets: Inefficient Recruitment Processes : Reactive hiring workflows led to delays and inefficiencies. Previously, hiring managers drove a thoughtful interview process but struggled with consistency in speed to hire. Limited Data Insights : A lack of visibility into key metrics made it difficult to track progress and inform strategic decisions. For example, their previous ATS couldn’t track the average time candidates spent in each hiring stage. Scaling Concerns : A range of 3rd party integrations made January's legacy ATS clunky, adding new manual tasks to common workflows. These additional steps got in the way of building scalable processes.…

January evaluated multiple ATS solutions but chose Ashby for its flexibility, intuitive design, and focus on actionable data. This came to life in a few ways — as early as the first week on the platform. Improved UI : The team immediately noticed smarter search functionality where various queries were able to pull information from far deeper into candidate profiles than their legacy system. Usable Mobile App : Unlike past experiences where mobile simply provided a view of the ATS, the team was excited to be able to take action in Ashby’s mobile experience. A quick action could be taken while on the train.…

January implemented Ashby in a matter of days, onboarding quickly with Ashby’s High Touch Customer Success team. Taylor’s previous experience implementing Ashby assured him that January was choosing a partner that brought long term affordability and dedicated support. He quickly saw the transformative impact of Ashby’s more recent innovations, especially to everyday productivity. “For the recruiter who makes the pitch to buy Ashby and migrate to it, I expect 99 times out of 100, it’s going to be a big hit and that will probably score them some points.…