Ashby

Ashby is the data-first ATS for high-growth tech companies. It is built for teams that have outgrown a basic applicant tracker and want sourcing, ATS, CRM, scheduling, and analytics on one record, with AI sitting inside the workflow rather than bolted onto the side.

What Ashby Does

Ashby covers the entire recruiting lifecycle on a single platform. Each module shares the same candidate, job, and pipeline data, so funnel reporting actually reflects what happened across every stage.

• ATS: structured scorecards, approval workflows, requisition management, and offer letters with e-signature.
• Sourcing CRM: talent pools, multi-touch outreach sequences, email lookup, and auto-classified replies.
• Scheduling: candidate self-scheduling, panel interview coordination, and conflict resolution against real interviewer calendars.
• Analytics: pre-built dashboards plus a self-service report builder for funnel conversion, source ROI, DEI reporting, and forecasting.
• Ashby AI: application review, candidate context retrieval, content generation, sourcing personalisation, scheduling, note-taking, and analytics assistance.
• Ashby Analytics standalone: drops on top of an existing ATS (Greenhouse, Lever) for teams not ready to migrate.
• Open API and 200+ native integrations across HRIS, assessments, background checks, video, and job boards.

Ashby's AI

Ashby's AI features run inside the workflows recruiters already use. AI Application Review scores inbound candidates against criteria the hiring manager set, so the team works the top of the stack first. Sourcing AI personalises outreach at scale and auto-classifies replies, keeping CRM data clean enough that source ROI numbers actually mean something. Notetaker AI captures structured interview notes and pushes them to the scorecard. Analytics AI lets a head of talent ask plain-language questions of the funnel data instead of waiting on a custom report. Ashby publishes a 46% lift in reply rate from AI-personalised outreach campaigns (indicative, not promised, depends on baseline and audience).

Automations We Build with Ashby

Ashby is a strong platform out of the box, but the leverage shows up when it gets wired into the rest of the people stack. These are the plays we run for talent teams hiring 50 to 300 people a year.

• Ashby to HRIS hire-to-onboard sync. New hire fires in Ashby, the offer accepted webhook creates the employee record in Rippling, HiBob, or Workday, provisions Slack and Google Workspace, and assigns the right onboarding plan automatically.
• Source attribution cleanup at the form level. UTMs, referrer data, and self-reported source get reconciled before they hit Ashby, so source ROI dashboards stop being noise.
• Slack hiring rooms. Each open req gets a private channel that posts new applicants, scorecards as they land, scheduled debriefs, and stage changes. Hiring manager visibility without anyone logging into the ATS.
• Outbound sourcing pipeline from LinkedIn or Apollo into Ashby. Deduped against existing candidates, enriched with email, slotted into the right talent pool with the right sequence.
• Interview load balancing. Panel slot assignment respects fairness rules (volume per interviewer per week, diversity of panel) and writes the decision back to Ashby so analytics show it.
• Reference and offer routing. Offer letter sent triggers an automated reference request flow; references come back into Ashby on the candidate record and Slack pings the recruiter.
• Weekly hiring brief. Ashby funnel data piped to a shared dashboard or written into an email for the CEO every Monday, with stage conversion deltas flagged automatically.

Why Teams Choose Ashby

• Analytics that a head of talent can defend to the CFO. Funnel, source, offer acceptance, and cost-per-hire numbers without a separate BI build.
• One system instead of four. Sourcing CRM, ATS, scheduling, and analytics share one record, so handoffs stop dropping candidates.
• AI built into the daily workflow rather than as an upsell. Application review, sourcing personalisation, and notetaking sit inside Ashby, not in a separate tab.
• Scales from 100-person startup to 5,000-person enterprise without a re-platform. The Foundations, Plus, and Enterprise tiers cover the journey.
• Open API and 200+ integrations, so it fits into existing HRIS, payroll, assessment, and comms stacks instead of asking the team to abandon them.

Ashby integrates with Workday, Rippling, HiBob, BambooHR, Deel, Gusto, Paylocity on the HRIS side, Slack and Google Workspace for comms, CodeSignal, HackerRank, and CoderPad for assessments, Checkr and HireRight for background, Zoom for interviews, and Indeed and ZipRecruiter for job boards. Foundations pricing starts at $400 per month for up to 100 employees, Plus and Enterprise are custom, and Ashby Analytics is available as a usage-based add-on for teams of 100+ on a different ATS. That is the platform. The build we do is everything that wires it into the rest of the company.