Ashby

Design, develop, and maintain scalable cloud-native applications and infrastructure with a focus on performance, security, and reliability. | Strong experience in cloud infrastructure, coding, automation, and building scalable, secure, and reliable platform systems with ownership and minimal oversight. | We’re looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, you’re an engineer who wants to build a “paved road” that excellent engineering teams can safely take to the moon and back. We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 2500 customers, very low churn, and many years of runway. We’ll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role 😅. We’ve listed this role twice: as a Platform Engineer and Site Reliability Engineer - our team does both, and we are open to candidates who lean towards one or the other. About the role and how we work Hi 👋 I’m Colin, Head of EMEA Engineering. I’ve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name they’ve worn (SRE, infrastructure, platform, etc). I’ve got my hands dirty building the initial infrastructure for startups and know the value a talented infrastructure engineer brings. The rigour, the discipline, the peace and quiet when everything just hums along. Our infrastructure is in a good place for now. Nothing is static. Ashby continues to grow rapidly, putting strain on our existing infrastructure. We’re always looking to give our customers more powerful hiring software, and building new product features often requires new pieces of infrastructure. Having herded plenty of snowflakeservers in the past, I’ve learned there’s a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, you’ll get to dive into scaling problems, add new capabilities to our platform, and think about how our entire team interacts with infrastructure. All our own engineers own their projects end-to-end and ship with minimal oversight. We don’t put roadblocks to ensure security when common sense will do and we don’t build processes like change management boards around the lowest common denominator. But with great power comes great responsibility: we handle personal and confidential data about some of the biggest decisions we ever make at work. As we grow, more and bigger customers rely on us to be reliable and secure and how we operate internally will need to evolve. We’re at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact - we have some of the fastest growing companies using our platform every day to hire hundreds of people per month. We need someone like you to make good decisions, debug thorny issues, and build us a future-proof platform that can withstand this scale. Our small but mighty infrastructure team has set up a secure and simple environment (we don’t believe in spinning up a new service unless necessary!) for our growing product team to build in. That’s where you come in: you, too, will own projects end-to-end and have an impact on core parts of the Ashby developer and user experience. For instance, you could work on: Optimize our homegrown ultra-dynamic recruiting DSL-to-SQL compiler, and create tools to help developers do so Create automated guardrails for the security and privacy of our customer data Help our developers ship features fast through canary deploys, gradual rollouts and feature flags, while keeping complexity manageable and reducing downtime Work with the business and the engineering team to define SLOs and implement the corresponding SLIs. Ensure all communication with external services supports retries and circuit-breakers. Implement the infrastructure to support an event-driven architecture and data warehouse. We’re looking for someone who can build systems that an engineer would like to work with: mature and boring but open-minded and approachable. We have to balance reliability with flexibility. Software and its availability are now mission critical to almost every working professional. To be in an SRE in today’s world, you have to be extremely comfortable evaluating risk, those you take and those others take. Why you should or shouldn’t apply You should apply if: You never stop. You get weirdly obsessed about a problem that doesn’t yet make sense, turn it every which way in your head until the explanation dawns. You’ll search every rock, inventory every clue, hunt every mismatch. We do that, too - together we’ll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure. You don’t take shortcuts. You’re speaking up for the future user, the edge case, the doomsday design. You know product engineers want to build it with you, and see them as allies, where you give them the power and knowledge to access greater things. You’re someone who cares about what you do and the team you do it with, and want to work with others who do as well. You’ll be on interview panels choosing your next colleagues, and you’ll take that seriously. You only want to work with people who make you better, and want to make you better. You’ve built infrastructure at a slightly later stage than Ashby is at - you know how to deal with millions of data points, have seen great (or not great) infrastructure make or break customer experience, and have automated everything from provisioning to monitoring and release process. You’re a Swiss army knife (all nationalities welcome ;) ). You’ll get every hard problem the company faces. You’ll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesn’t work. You probably don’t feel like an expert at at least some of that... and that appeals to you. All that makes for a pretty specific kind of role, and the job isn’t to everyone’s tastes! You should not apply if: You don’t want to make your own decisions on what is the best paved road to build for Ashby, and expect a lead or manager to make the final call on what that is. Our leads (and managers) give ample commentary and feedback on technical decisions and how they’re made, but you ship what you want to build and are accountable for it. You hate SQL. We have a lot of features built around making the best out of data, and our platform engineers also sometimes dive into a gnarly report or advise engineers on a more performant data model to use. You don’t want to code. Our SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day. Your primary mode of communicating best practices to engineers is live meetings. We’re a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you. You’ve never delivered a project, on your own, without someone prodding you for updates. We have no project or delivery managers to fill your calendar with busy work, but the flip side is you have to do your project management, seek the help you need to get unstuck and cut scope when it’s worthwhile. Technology Stack I’m sharing our tech stack with the caveat that we don’t require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis. We use Datadog and Sentry on 100% cloud-based (AWS) infra. We take developer experience and reliability seriously: all engineers are on call in a follow-the-sun model, and everyone contributes to developer tooling. What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! Engineering Culture Our engineering culture is motivated by Abhik and Benji’s (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through: Minimal process with ownership over decisions normally made by product and design Natural collaboration and deliberate communication Investing in tools and abstractions that give us leverage Putting effort into building a diverse team Minimal Process & Lots of Ownership The best engineers we’ve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise. Traditional product-development processes aren’t meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineer’s skill. But, consistency comes at the expense of an engineer’s time and freedom—both ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesn’t give others the opportunity to practice the behaviors that made the best engineers the “best.” At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). It’s a new level of ownership for many engineers, but we’d rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive. Collaboration is Natural & Communication is Deliberate Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (Abhik wrote about it here). To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years: We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 💪🏾. Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve. Each improvement to a common component cascades throughout our app (short video below). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Put Effort into Diversity Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 21% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Your First Three Months at Ashby We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together. It’s a team effort to get you successfully onboarded; you’ll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture. Benefits Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO, and we will encourage you to take it. A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. If you’re in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Build and maintain scalable cloud-native applications and infrastructure, focusing on performance, security, and reliability. | Experienced software engineer with strong cloud and infrastructure skills, capable of owning projects end-to-end and working in a fast-growing startup environment. | We’re looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, you’re an engineer who wants to build a “paved road” that excellent engineering teams can safely take to the moon and back. We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 2500 customers, very low churn, and many years of runway. We’ll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role 😅. We’ve listed this role twice: as a Platform Engineer and Site Reliability Engineer - our team does both, and we are open to candidates who lean towards one or the other. About the role and how we work Hi 👋 I’m Colin, Head of EMEA Engineering. I’ve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name they’ve worn (SRE, infrastructure, platform, etc). I’ve got my hands dirty building the initial infrastructure for startups and know the value a talented infrastructure engineer brings. The rigour, the discipline, the peace and quiet when everything just hums along. Our infrastructure is in a good place for now. Nothing is static. Ashby continues to grow rapidly, putting strain on our existing infrastructure. We’re always looking to give our customers more powerful hiring software, and building new product features often requires new pieces of infrastructure. Having herded plenty of snowflakeservers in the past, I’ve learned there’s a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, you’ll get to dive into scaling problems, add new capabilities to our platform, and think about how our entire team interacts with infrastructure. All our own engineers own their projects end-to-end and ship with minimal oversight. We don’t put roadblocks to ensure security when common sense will do and we don’t build processes like change management boards around the lowest common denominator. But with great power comes great responsibility: we handle personal and confidential data about some of the biggest decisions we ever make at work. As we grow, more and bigger customers rely on us to be reliable and secure and how we operate internally will need to evolve. We’re at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact - we have some of the fastest growing companies using our platform every day to hire hundreds of people per month. We need someone like you to make good decisions, debug thorny issues, and build us a future-proof platform that can withstand this scale. Our small but mighty infrastructure team has set up a secure and simple environment (we don’t believe in spinning up a new service unless necessary!) for our growing product team to build in. That’s where you come in: you, too, will own projects end-to-end and have an impact on core parts of the Ashby developer and user experience. For instance, you could work on: Optimize our homegrown ultra-dynamic recruiting DSL-to-SQL compiler, and create tools to help developers do so Create automated guardrails for the security and privacy of our customer data Help our developers ship features fast through canary deploys, gradual rollouts and feature flags, while keeping complexity manageable and reducing downtime Work with the business and the engineering team to define SLOs and implement the corresponding SLIs. Ensure all communication with external services supports retries and circuit-breakers. Implement the infrastructure to support an event-driven architecture and data warehouse. We’re looking for someone who can build systems that an engineer would like to work with: mature and boring but open-minded and approachable. We have to balance reliability with flexibility. Software and its availability are now mission critical to almost every working professional. To be in an SRE in today’s world, you have to be extremely comfortable evaluating risk, those you take and those others take. Why you should or shouldn’t apply You should apply if: You never stop. You get weirdly obsessed about a problem that doesn’t yet make sense, turn it every which way in your head until the explanation dawns. You’ll search every rock, inventory every clue, hunt every mismatch. We do that, too - together we’ll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure. You don’t take shortcuts. You’re speaking up for the future user, the edge case, the doomsday design. You know product engineers want to build it with you, and see them as allies, where you give them the power and knowledge to access greater things. You’re someone who cares about what you do and the team you do it with, and want to work with others who do as well. You’ll be on interview panels choosing your next colleagues, and you’ll take that seriously. You only want to work with people who make you better, and want to make you better. You’ve built infrastructure at a slightly later stage than Ashby is at - you know how to deal with millions of data points, have seen great (or not great) infrastructure make or break customer experience, and have automated everything from provisioning to monitoring and release process. You’re a Swiss army knife (all nationalities welcome ;) ). You’ll get every hard problem the company faces. You’ll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesn’t work. You probably don’t feel like an expert at at least some of that... and that appeals to you. All that makes for a pretty specific kind of role, and the job isn’t to everyone’s tastes! You should not apply if: You don’t want to make your own decisions on what is the best paved road to build for Ashby, and expect a lead or manager to make the final call on what that is. Our leads (and managers) give ample commentary and feedback on technical decisions and how they’re made, but you ship what you want to build and are accountable for it. You hate SQL. We have a lot of features built around making the best out of data, and our platform engineers also sometimes dive into a gnarly report or advise engineers on a more performant data model to use. You don’t want to code. Our SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day. Your primary mode of communicating best practices to engineers is live meetings. We’re a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you. You’ve never delivered a project, on your own, without someone prodding you for updates. We have no project or delivery managers to fill your calendar with busy work, but the flip side is you have to do your project management, seek the help you need to get unstuck and cut scope when it’s worthwhile. Technology Stack I’m sharing our tech stack with the caveat that we don’t require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis. We use Datadog and Sentry on 100% cloud-based (AWS) infra. We take developer experience and reliability seriously: all engineers are on call in a follow-the-sun model, and everyone contributes to developer tooling. What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! Engineering Culture Our engineering culture is motivated by Abhik and Benji’s (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through: Minimal process with ownership over decisions normally made by product and design Natural collaboration and deliberate communication Investing in tools and abstractions that give us leverage Putting effort into building a diverse team Minimal Process & Lots of Ownership The best engineers we’ve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise. Traditional product-development processes aren’t meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineer’s skill. But, consistency comes at the expense of an engineer’s time and freedom—both ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesn’t give others the opportunity to practice the behaviors that made the best engineers the “best.” At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). It’s a new level of ownership for many engineers, but we’d rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive. Collaboration is Natural & Communication is Deliberate Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (Abhik wrote about it here). To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years: We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 💪🏾. Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve. Each improvement to a common component cascades throughout our app (short video below). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Put Effort into Diversity Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 21% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Your First Three Months at Ashby We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together. It’s a team effort to get you successfully onboarded; you’ll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture. Benefits Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO, and we will encourage you to take it. A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. If you’re in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Lead and mentor engineering teams while maintaining hands-on coding and driving engineering culture and autonomy. | Strong technical background with leadership skills, passion for management and coding, excellent communication, and ability to empower engineers in a high-autonomy environment. | Hi 👋 I’m Colin, Director of Engineering, Europe. How do you feel about engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because I’m looking for an engineering manager to help us build a different type of engineering team and culture at Ashby. To start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of “the process” or because “more data is needed.” Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby. When we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. we’re building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way). To accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. You’ll focus on building your team, their skills to thrive with the ownership they’re given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure they’re not on the critical path. We’ve already gathered an experienced, talented, and collaborative team of 25+ engineers. You’ll help me manage the growing team of engineers in Europe. In addition to working with engineers you’ll also get to work on projects yourselves. Some examples of work our engineering leaders have done: Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones. Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that they’re driving. Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path). Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales. Why be a manager? I had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case. Since then, as I’ve learned more, I’ve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on people’s lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybody’s pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem. Despite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldn’t be a manager, I’d be super happy to be an IC. I’m looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves. It can be hard to find seasoned engineering leaders who haven’t succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say “Yah I know everyone is doing that, but we won't because...” Why You Should or Shouldn’t Apply Engineering leadership comes in many flavors, not all of which fit our model. I thought I’d outline some things I’m looking for to help you decide if this fits what you’re looking for: You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend. You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier You hold your team to a high standard and don’t shy away from getting into the details and giving feedback, even to the best folks on your team. You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback. You know what exceptional engineers look like. You’ve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced. You’re good at thinking about product, business, and maybe even design, but you’re not interested in calling the shots and are more interested in building a team that can make the best decisions without you. You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops. Put another way, you shouldn’t apply if: You don’t enjoy coding or don’t find time to stay up-to-date on technology. You’ve gotten into management because it was the only growth path available You want to make all the product decisions instead of empowering your team to make those calls. You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done. A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews. You’re not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers. What We’re Building Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up! Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 Ashby provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here. We have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. I’ll share more once we meet. Engineering Culture Our engineering culture is motivated by Abhik and Benji’s (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). Collaboration is Natural, Communication is Deliberate Our engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 5x a day. Everyone on the team has contributed to developer experience 💪🏾 Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it here). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Give Engineers Ownership & Autonomy We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often don’t get to practice as engineers, and, as a manager at Ashby, you’ll provide mentorship and feedback to engineers to ensure they are successful when delivering projects. Put Effort into Diversity Diverse teams drive innovation and better outcomes. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change. Today, 26% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Technology Stack I’m sharing our tech stack with the caveat that we don’t require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis. Benefits Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Lead and mentor engineering teams to own projects end-to-end while maintaining technical involvement and improving engineering culture. | Strong technical background with leadership skills, passion for coding, ability to empower engineers, and experience with TypeScript and Node.js stack. | Hi 👋 I’m Colin, Director of Engineering, Europe. How do you feel about engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because I’m looking for an engineering manager to help us build a different type of engineering team and culture at Ashby. To start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of “the process” or because “more data is needed.” Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby. When we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. we’re building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way). To accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. You’ll focus on building your team, their skills to thrive with the ownership they’re given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure they’re not on the critical path. We’ve already gathered an experienced, talented, and collaborative team of 25+ engineers. You’ll help me manage the growing team of engineers in Europe. In addition to working with engineers you’ll also get to work on projects yourselves. Some examples of work our engineering leaders have done: Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones. Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that they’re driving. Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path). Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales. Why be a manager? I had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case. Since then, as I’ve learned more, I’ve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on people’s lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybody’s pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem. Despite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldn’t be a manager, I’d be super happy to be an IC. I’m looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves. It can be hard to find seasoned engineering leaders who haven’t succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say “Yah I know everyone is doing that, but we won't because...” Why You Should or Shouldn’t Apply Engineering leadership comes in many flavors, not all of which fit our model. I thought I’d outline some things I’m looking for to help you decide if this fits what you’re looking for: You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend. You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier You hold your team to a high standard and don’t shy away from getting into the details and giving feedback, even to the best folks on your team. You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback. You know what exceptional engineers look like. You’ve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced. You’re good at thinking about product, business, and maybe even design, but you’re not interested in calling the shots and are more interested in building a team that can make the best decisions without you. You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops. Put another way, you shouldn’t apply if: You don’t enjoy coding or don’t find time to stay up-to-date on technology. You’ve gotten into management because it was the only growth path available You want to make all the product decisions instead of empowering your team to make those calls. You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done. A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews. You’re not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers. What We’re Building Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up! Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 Ashby provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here. We have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. I’ll share more once we meet. Engineering Culture Our engineering culture is motivated by Abhik and Benji’s (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). Collaboration is Natural, Communication is Deliberate Our engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 5x a day. Everyone on the team has contributed to developer experience 💪🏾 Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it here). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Give Engineers Ownership & Autonomy We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often don’t get to practice as engineers, and, as a manager at Ashby, you’ll provide mentorship and feedback to engineers to ensure they are successful when delivering projects. Put Effort into Diversity Diverse teams drive innovation and better outcomes. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change. Today, 26% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Technology Stack I’m sharing our tech stack with the caveat that we don’t require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis. Benefits Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Manage and grow engineering teams while maintaining some hands-on coding and improving engineering processes. | Experience as a senior engineer with leadership skills, ability to influence product and technical decisions, and willingness to stay technically current. | Hi 👋🏾, I’m Abhik, Ashby’s Co-Founder and VP of Engineering. We’re looking for a great (former) engineer who built impressive products and now builds teams of great engineers. Ashby’s success and ambition mean we’re doubling the Engineering team in the next year, and we need your experience and leadership to do it thoughtfully. Our product and growth are exceptional. Ashby All-in-One is powerful, easy to use, and replaces several venture-backed companies' worth of products (often with a better experience). We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. A big part of our secret sauce is how we run Engineering. We achieve incredible speed and quality by discarding many industry norms and being optimistic about Engineers. We consider what makes exceptional Engineers exceptional, figure out how to hire them, and build an environment that gives them the freedom and agency to actually be exceptional. In other words, if engineers writing product specs, making product decisions, and not breaking down projects into individual tickets excites you, you’ve found the right place. As an Engineering Manager, you’ll work closely with me, Colin, and your peers to build out the team and continue scaling this unique culture. You’ll first do that through grassroots leadership. You’ll manage three to five Engineers and hire three to five more. They’ll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include: Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones. Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention. Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path). You’ll also propose and lead department and company-wide initiatives. Some examples: Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback. Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us! Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales. I’ll share more details once we meet. What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! Why You Shouldn’t Apply You don’t enjoy coding or don’t find time to stay up-to-date on technology. We believe great leaders are folks who were great engineers themselves. That starts with loving the craft and never giving it up. You follow the rules and accept the hand you’ve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether it’s within their own team or across departments. You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!). You're happy with a team of engineers who are predominantly early-career or mid-career or don't thrive with ownership or autonomy. You believe that with enough guardrails, the team can get things done. To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You don’t believe staff and principal engineers could lead by the example they set or the leverage they create through their work. You’re not optimistic or convinced that we can build a large engineering team that functions differently from the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers or consistency. Engineering Culture Our engineering culture is motivated by Benji’s (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through: Minimal process with ownership over decisions normally made by product and design Natural collaboration and deliberate communication Investing in tools and abstractions that give us leverage Putting effort into building a diverse team You’ll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond. Minimal Process & Lots of Ownership The best engineers we’ve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise. Traditional product-development processes aren’t meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineer’s skill. But, consistency comes at the expense of an engineer’s time and freedom—both ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesn’t give others the opportunity to practice the behaviors that made the best engineers the “best.” At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). It’s a new level of ownership for many engineers, but we’d rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive. Collaboration is Natural & Communication is Deliberate Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here). To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years: We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 💪🏾. Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve. Each improvement to a common component cascades throughout our app (short video below). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Put Effort into Diversity Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 21% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Your First Six Months at Ashby Your first three months at Ashby will be spent learning about Ashby Engineering and easing into leadership by being an IC. What better way to learn how ICs work than to be one! Don’t worry if you don’t know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and you’ll be able to push your first product change on day one. You and I will do 30-day, 60-day, 90-day, and 6-month reviews to calibrate on our unique culture and how you, I, and the team will work together. This role will initially report to me, but may report to Ben, our Director of Engineering, over time. Benefits Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO. A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. If you’re in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Design, build, and maintain scalable, secure, and reliable platform infrastructure to support rapid product growth and developer experience. | Strong experience in infrastructure engineering, cloud platforms, automation, monitoring, and coding with a focus on reliability, scalability, and security. | We’re looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, you’re an engineer who wants to build a “paved road” that excellent engineering teams can safely take to the moon and back. We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 2500 customers, very low churn, and many years of runway. We’ll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role 😅. We’ve listed this role twice: as a Platform Engineer and Site Reliability Engineer – our team does both, and we are open to candidates who lean towards one or the other. About the role and how we work Hi 👋 I’m Colin, Head of EMEA Engineering. I’ve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name they’ve worn (SRE, infrastructure, platform, etc). I’ve got my hands dirty building the initial infrastructure for startups and know the value a talented infrastructure engineer brings. The rigour, the discipline, the peace and quiet when everything just hums along. Our infrastructure is in a good place for now. Nothing is static. Ashby continues to grow rapidly, putting strain on our existing infrastructure. We’re always looking to give our customers more powerful hiring software, and building new product features often requires new pieces of infrastructure. Having herded plenty of snowflakeservers in the past, I’ve learned there’s a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, you’ll get to dive into scaling problems, add new capabilities to our platform, and think about how our entire team interacts with infrastructure. All our own engineers own their projects end-to-end and ship with minimal oversight. We don’t put roadblocks to ensure security when common sense will do and we don’t build processes like change management boards around the lowest common denominator. But with great power comes great responsibility: we handle personal and confidential data about some of the biggest decisions we ever make at work. As we grow, more and bigger customers rely on us to be reliable and secure and how we operate internally will need to evolve. We’re at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact – we have some of the fastest growing companies using our platform every day to hire hundreds of people per month. We need someone like you to make good decisions, debug thorny issues, and build us a future-proof platform that can withstand this scale. Our small but mighty infrastructure team has set up a secure and simple environment (we don’t believe in spinning up a new service unless necessary!) for our growing product team to build in. That’s where you come in: you, too, will own projects end-to-end and have an impact on core parts of the Ashby developer and user experience. For instance, you could work on: • Optimize our homegrown ultra-dynamic recruiting DSL-to-SQL compiler, and create tools to help developers do so • Create automated guardrails for the security and privacy of our customer data • Help our developers ship features fast through canary deploys, gradual rollouts and feature flags, while keeping complexity manageable and reducing downtime • Work with the business and the engineering team to define SLOs and implement the corresponding SLIs. • Ensure all communication with external services supports retries and circuit-breakers. • Implement the infrastructure to support an event-driven architecture and data warehouse. We’re looking for someone who can build systems that an engineer would like to work with: mature and boring but open-minded and approachable. We have to balance reliability with flexibility. Software and its availability are now mission critical to almost every working professional. To be in an SRE in today’s world, you have to be extremely comfortable evaluating risk, those you take and those others take. Why you should or shouldn’t apply You should apply if: • You never stop. You get weirdly obsessed about a problem that doesn’t yet make sense, turn it every which way in your head until the explanation dawns. You’ll search every rock, inventory every clue, hunt every mismatch. We do that, too - together we’ll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure. • You don’t take shortcuts. You’re speaking up for the future user, the edge case, the doomsday design. You know product engineers want to build it with you, and see them as allies, where you give them the power and knowledge to access greater things. • You’re someone who cares about what you do and the team you do it with, and want to work with others who do as well. You’ll be on interview panels choosing your next colleagues, and you’ll take that seriously. You only want to work with people who make you better, and want to make you better. • You’ve built infrastructure at a slightly later stage than Ashby is at - you know how to deal with millions of data points, have seen great (or not great) infrastructure make or break customer experience, and have automated everything from provisioning to monitoring and release process. • You’re a Swiss army knife (all nationalities welcome ;) ). You’ll get every hard problem the company faces. You’ll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesn’t work. You probably don’t feel like an expert at at least some of that... and that appeals to you. All that makes for a pretty specific kind of role, and the job isn’t to everyone’s tastes! You should not apply if: • You don’t want to make your own decisions on what is the best paved road to build for Ashby, and expect a lead or manager to make the final call on what that is. Our leads (and managers) give ample commentary and feedback on technical decisions and how they’re made, but you ship what you want to build and are accountable for it. • You hate SQL. We have a lot of features built around making the best out of data, and our platform engineers also sometimes dive into a gnarly report or advise engineers on a more performant data model to use. • You don’t want to code. Our SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day. • Your primary mode of communicating best practices to engineers is live meetings. We’re a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you. • You’ve never delivered a project, on your own, without someone prodding you for updates. We have no project or delivery managers to fill your calendar with busy work, but the flip side is you have to do your project management, seek the help you need to get unstuck and cut scope when it’s worthwhile. Technology Stack I’m sharing our tech stack with the caveat that we don’t require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis. We use Datadog and Sentry on 100% cloud-based (AWS) infra. We take developer experience and reliability seriously: all engineers are on call in a follow-the-sun model, and everyone contributes to developer tooling. What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! Engineering Culture Our engineering culture is motivated by Abhik and Benji’s (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through: • Minimal process with ownership over decisions normally made by product and design • Natural collaboration and deliberate communication • Investing in tools and abstractions that give us leverage • Putting effort into building a diverse team Minimal Process & Lots of Ownership The best engineers we’ve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise. Traditional product-development processes aren’t meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineer’s skill. But, consistency comes at the expense of an engineer’s time and freedom—both ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesn’t give others the opportunity to practice the behaviors that made the best engineers the “best.” At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). It’s a new level of ownership for many engineers, but we’d rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive. Collaboration is Natural & Communication is Deliberate Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (Abhik wrote about it here). To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years: We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: • Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 💪🏾. • Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve. Each improvement to a common component cascades throughout our app (short video below). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Put Effort into Diversity Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 21% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Your First Three Months at Ashby We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together. It’s a team effort to get you successfully onboarded; you’ll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture. Benefits • Competitive salary and equity. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO, and we will encourage you to take it. • A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval. • If you’re in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Build and maintain test automation systems and infrastructure to provide fast feedback loops for engineers. | Experience writing test automation frameworks, strong product intuition, and enjoyment of daily coding in QA contexts. | Hi! I’m Shriya, and I lead QA at Ashby. We’re hiring an SDET to level up the systems behind how we test. Building a strong QA infrastructure is the fastest way to help engineers move quickly without sacrificing quality as our product becomes more powerful and the team grows. I think of QA as something you build into the system, not layer on top for added confidence. I’m not interested in gatekeeping quality or creating a process for its own sake. I care about building a QA infrastructure that generates fast, helpful feedback, the kind that engineers trust and want to use, and helps us catch problems users would care about most. That’s what brought me to Ashby. Engineers take on a lot of ownership including ensuring quality of their work which often times means manual testing. QA at Ashby isn’t about convincing people to care; it’s about making it easier to do the right thing at scale. Sometimes, that means seeing the edge case; sometimes, that means spotting the product's blind spot before it hits production. This is not a test executor role. This is a deeply technical, hands-on role. Being technical here means knowing how to design a system others want to use and how to debug and simplify what already exists. You’ll write and maintain end-to-end tests, contribute to our test infrastructure, and work closely with engineers on the team to build fast, confident feedback loops, especially in areas where the product is powerful and evolving quickly. Most of your work will focus on building systems, but we're a small team, so when things get busy, you might help out with manual testing too. We all roll up our sleeves when needed. You’ll be part of our foundational group of SDETs, reporting directly to me. We don’t silo quality, everyone at Ashby owns it but your job is to make it easier for the whole team to do that well. You’ll be writing code most days. That might mean building a test framework, extending a test setup to make it 10x faster, or debugging flaky tests that slow the team down. You’ll bring product intuition into how you build test systems, understanding what users rely on, where edge cases live, and how to steer engineers to the right tests, not just more of them. You’ll focus on building systems that unlock leverage and ensure we cover what matters. If the tools are fast but miss real issues, or catch every issue but slow us down, they’re not doing their job. We don’t count test cases; we count time saved, risks reduced, and overall reliability. We’ve written a lot about engineering and quality at Ashby, (we recommend taking a look at Ashby's Operating Principles and our Blog). You’ll help turn that vision into the tooling and workflows our team actually uses. Why You Should or Shouldn’t Apply You’ve written and maintained test automation frameworks from scratch. You know what makes a test helpful, what makes it flaky, and what makes it someone else’s problem You think like a user. You know how to spot edge cases, understand how someone might use a feature, and turn that into meaningful test coverage. You enjoy working on test infrastructure that supports engineers and removes friction from their workflow You get excited about shipping less brittle tests, faster. You don’t treat test automation like a checklist. You care if it’s usable You don’t need to be told what “done” looks like. You can scope, build, test, and maintain your own tools and systems Put Another Way, You Shouldn’t Apply If You haven’t written code in a while, or don’t enjoy doing it daily You think of QA as gatekeeping, not enabling You prefer validating requirements over building and improving systems You’re happiest when someone hands you a test plan and a set of instructions You’re used to working on large QA teams with lots of ceremony and fixed roles What We’re Building Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up! Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 Ashby provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here (and are what we often replace!). Interview Process At Ashby, our team and interview process want to help you show your best self. We’ll dive into past projects and simulate building test infrastructure and working together. Intro Call (30 mins) Technical Screen (Coding) (45 mins) Technical Screen (Debugging) (45 mins) Past Experience and Product Judgement deep dive (45 mins) Leadership Screen + Debrief (1hr, 15 mins) We’ll prep you for every step, and we always provide feedback if we don’t move forward Your First Two Months at Ashby You’ll ship code in your first week. We’ll pair you with someone who can help you get familiar with our product, systems, and tooling By the end of month one, you’ll have shipped something that made our test suite more reliable or faster. By the end of month two, you’ll have made something that didn’t exist before (a new test tool, framework, or visibility layer) and taught someone else how to use it. Technology Stack Our tech stack is TypeScript (frontend & backend), React, a mix of SASS modules and Stitches, Apollo GraphQL, Node.js, Postgres, and Redis. We're looking for folks with TypeScript and Playwright experience. Benefits Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Provide proactive legal advice on product development, manage privacy compliance and data subject access processes, and stay current on global privacy and AI regulations. | JD with active US law license, 6-8 years of in-house legal experience focused on product counseling, privacy, and data protection in a fast-growing tech company, with strong technical curiosity and commercial acumen. | About the Job: 👋 I’m Kelly, Senior Legal Counsel at Ashby. I joined Ashby recently as the first dedicated legal hire and am now building out the legal team to support our next phase of growth! After 12 years building and scaling in-house legal teams, I was drawn to Ashby for its ambition, product vision, and the exceptional talent across the company. Working alongside smart, low-ego, high-ownership operators every day is energizing and inspires you to bring your best ideas forward. The Ashby leadership team is decisive and thoughtful, making intentional choices that balance speed, customer focus, and long-term growth. Ashby builds AI-powered hiring software used by thousands of companies globally, and we have ambitious plans for product expansion. We’re looking for someone experienced partnering as the key legal advisor to SaaS product teams who is experienced in privacy law and navigating changing regulations, highly pragmatic and commercial, and excited to be the go-to expert on these issues across the company. This is a hands-on role - you’ll partner deeply with Product and Engineering teams to get ahead of the product roadmap, translating complex legal and regulatory requirements into practical guidance for internal teams, customers and enable the business to move fast. You’ll need to be comfortable diving into the details of the product, understanding data flows, and identifying potential issues without slowing progress down. Your role is to solve problems collaboratively, partner on clear and pragmatic solutions, and build scalable approaches that allow Ashby to innovate with confidence. You’ll own and refine our data subject access process and partner closely with Ashby’s commercial counsel on privacy and product related questions from prospects and customers. Privacy, data and product counselling will be your core focus but you’ll also contribute to other areas of the business, including items such as advising on global expansion, IP, security incidents, corporate governance, employment, and legal operations, and helping shape the foundations of Ashby’s growing legal function. You will be at the heart of product and privacy decisions, working closely with Product, Engineering, Security, and Customer Success. If you thrive in a high-growth, fast-paced environment, enjoy building strong cross-functional relationships, and are motivated by the opportunity to shape a best-in-class legal function while directly enabling responsible product innovation and business success, this role is for you. Responsibilities Partner with Ashby’s Product Team and individual Product Managers to provide proactive legal advice on new products and features, particularly those involving AI and candidate data, addressing areas such as privacy, PII handling, transparency, bias mitigation, and anti-discrimination/equal opportunity. Own privacy compliance, including global DPA playbooks, privacy policy updates, and working with our DSAR team to streamline responses to data subject requests. Respond to customer security and compliance questionnaires, and develop scalable processes to handle volume. Contribute to the creation of customer-facing compliance documentation, FAQs, and GTM materials in partnership with product, security and marketing. Partner closely with the Ashby Security team to respond to any security incidents, including drafting relevant security related communications. Provide proactive advice by staying up to date on relevant industry regulations and developments, particularly in the regulation of the use of AI in the hiring process across our key regions and privacy law developments e.g., GDPR, EU AI Act, and U.S. federal and state AI/privacy laws. Advise on data practices, data retention, and cross-border data transfers. Support vendor due diligence and negotiations on privacy and compliance terms. Work on a wide range of legal matters as they arise or are proactively identified, including IP, employment, global expansion and fundraising. Help shape the legal function’s operations and structure as Ashby continues to grow, including identifying opportunities for innovation through technology. Qualifications JD from an accredited law school and active license to practice law in the US (or equivalent qualification in relevant jurisdiction) 6-8 years of legal experience with significant focus on product counselling, privacy, and data protection. In-house experience at a fast growing technology company with demonstrated experience in closely supporting internal product teams; pure law firm backgrounds are likely not a fit for this role. Exposure to AI, SaaS, or high-growth technology product environments, including working closely with Product, Engineering, and Security teams. Strong technical curiosity and ability to understand product architecture and features, SaaS platforms, and data flows, enabling practical and actionable legal guidance. Commercial mindset - you understand that legal enables product velocity, not the reverse Excellent written and verbal communication; able to translate complex regulatory requirements into clear guidance and actionable recommendations. Bonus: Experience building or scaling a privacy or product legal function. Privacy certifications such as CIPP (US, EU, or APAC), CIPM, or CIPT demonstrating expertise in privacy law or technical/privacy considerations. Experience using legislative and regulatory tracking platforms (e.g., FiscalNote, LexisNexis State Net, Quorum, or similar) to monitor emerging legislation affecting product development and compliance. You should apply if: You're pragmatic, commercial and are excited to contribute to growth. You fundamentally view the role of an in-house legal team as a key contributor and cross-functional partner to fuel Ashby’s significant growth, rather than as a gatekeeper. You give advice that enables the business to move fast while managing risk appropriately. You see the regulatory environment as an opportunity to shape how a company builds products responsibly, not a compliance burden. You are skilled at building cross-functional relationships. This role will require you to work with many different Ashby teams including product, engineering, security and with some of our 3,700+ customers. Establishing strong relationships, particularly with product team members is crucial to the success of this role. You are proactive, solutions-oriented, and can ruthlessly prioritize. You provide highly commercial and clear legal advice that clearly considers relevant business context and you have strong operational follow-through. You are detail-oriented and want to be the expert. You’ll be the go-to person on product and privacy matters at Ashby. Understanding the specifics of our products and business and applying relevant legal advice are critical in this role. You’re comfortable evaluating complex situations, sometimes with incomplete or imperfect information, and adapting guidance as new details emerge to recommend practical, actionable next steps aligned with product and business goals. You want ownership. This isn't a role where you'll be handed a playbook. You'll build the compliance program, define the processes, and own the outcomes. Why you shouldn’t apply: You prefer deep specialization in a single area (e.g., pure privacy) without broader product counseling responsibilities. Your preference is for academic legal and advisory work. We are looking for a lawyer who is primarily focused on driving growth at Ashby, tailors advice and recommendations to our business context and is highly practical. You're most comfortable in environments with established compliance programs and clear regulatory guidance. You have only law firm experience. We need someone who understands the pace and trade-offs of in-house work at a scaling company. You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting. You’re uncomfortable with change. We are a rapidly growing team and company, and the ability to stay flexible and thrive amid change is key to success here. You prefer a very conservative approach to every decision. This role requires balancing risk and opportunity responsibly, providing actionable, business-focused guidance. About Ashby We’re building the next generation of enterprise software and we’re starting with a suite of products that empower talent leaders, recruiters, and hiring managers to be a driving force for revenue & efficiency via a holistic, data-centric talent strategy. We just raised our series D bringing our total funding to $120m and are backed by great investors, including Alkeon, Lachy Groom Y Combinator and Elad Gil. We have over 2,700+ amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!) and the Ashby team has 220+ people globally. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, very high product velocity and many years of runway. We’ll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role 😅. Interview Process Our interview process is thorough - we assess if you are the right fit for Ashby and we will provide ample information for you to determine if Ashby is the right place for you. The process for this role is as follows: Recruiter Screen with Ashby's Chief of Staff, Katie - 30min Hiring Manager Interview with Ashby's Senior Legal Counsel, Kelly - 45min Practical Assessment Final Round - 2 to 2.5 hours of 30 minute interviews with cross-functional partners Benefits: Competitive salary and equity. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅. Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Lead and develop a technical support team resolving complex product issues and collaborating with Engineering and Product teams. | Experience managing or mentoring technical support teams, strong systems thinking, and customer-centric approach in a B2B SaaS environment. | Hi! I'm Allie, Head of Support at Ashby. 👋 I have had the privilege of working with an incredible Support Team full of highly knowledgeable, driven team members who care deeply about the success of our customers. One of our key priorities is to scale our Support Team’s ability to resolve deeply technical issues and support complex customers and workflows. That’s why we’re searching for a Support Engineering Manager to grow and shape the future of Support Engineering at Ashby. This role is not a traditional Support Manager position. We’re looking for someone who has technical depth, is confident diving into complex systems, and can mentor others on complex problem solving. In this role, you’ll manage a team of highly skilled Support Engineers, work closely with Engineering to refine escalation and triage practices, and help define how Support Engineering operates at Ashby. We’re looking for a builder with strong instincts who sees inefficiency quickly, takes action, and drives high-leverage improvements without over-engineering solutions. This is a unique opportunity to oversee our Support Engineering function, collaborate deeply with our Engineering and Product teams, and create scalable processes and systems for technical triage, debugging, and problem-solving. You should be energized by moving fast, experimenting, and making pragmatic decisions, even when you don’t have perfect data. If you love designing systems, building technical teams, and thinking holistically about how support can be a force multiplier across the business, you are in the right place! About This Role As the Support Engineering Manager, you will oversee a technically proficient team responsible for resolving complex product issues, supporting integrations and data workflows, and influencing product decisions through customer insights. This team serves as a key escalation layer for high-priority technical challenges while creating proactive solutions to elevate the broader Support organization. You’ll play a hands-on role in developing the team’s capabilities, guiding cross-functional processes, and building the systems that will allow Support Engineering to scale effectively as our business grows. Since this is a new function, you’ll have the opportunity to define best practices, establish technical workflows, and build a strong partnership between Support and Engineering from day one. We need someone who naturally gravitates toward the highest-leverage work by identifying waste, eliminating friction, and raising the technical bar of the team quickly. You should be comfortable being wrong occasionally if it means we’re right most of the time and moving at high velocity. Role Responsibilities: Team Leadership & Development Lead and develop a team of Support Engineers focused on technical depth, problem-solving, and customer impact. Foster a culture of ownership, urgency, and high standards where problems are driven to resolution quickly and thoughtfully. Mentor team members on technical skills including log analysis, database querying, systems architecture, and integration troubleshooting. Foster a collaborative environment where knowledge-sharing and experimentation are encouraged. Help define the career path and responsibilities of Support Engineers at Ashby. Recruit and grow talent with strong technical foundations in reading and understanding code, collaborating on bug reproduction, and working effectively with Engineering teams. Technical Expertise & Support Engineering Practices Build scalable, repeatable processes for diagnosing and resolving complex issues related to integrations, APIs, analytics, and product performance. Set standards for how the team escalates to Engineering, triages bugs, identifies patterns, and partners on long-term solutions. Create internal tools and workflows that help the team operate with efficiency and consistency. Balance operational needs with hands-on technical work, staying close by jumping into issues, exploring logs, or conducting hands-on testing when needed to support the team. Continuously evaluate where time is being spent and ruthlessly prioritize work that drives the most impact for customers and the business. Ship improvements quickly. Iterate. Raise the bar again. Cross-Functional Collaboration with Engineering & Product Collaborate closely with Engineering to shape how technical escalations are managed and how customer insights are tracked and actioned. Work with Product to provide feedback loops from Support to improve usability and prevent repeat issues. Serve as an advocate for customers in technical conversations and help Engineering teams understand the support impact of product decisions. Push for clarity and resolution. When tradeoffs exist, help the team move forward decisively. Process Design & Technical Enablement Partner with our Support Leadership Team to identify and address gaps in our current tooling, workflows, and diagnostics capabilities. Use data from escalations and customer feedback to recommend changes that improve team effectiveness and customer outcomes. Partner with Support leadership to evolve how we measure success in high-complexity support scenarios. Help scale Support Engineering as a function by documenting approaches, onboarding new team members, and contributing to internal tooling. Default to action. Build the first version. Improve it in motion. Role Requirements Support & Technical Leadership Proven experience managing or mentoring a Technical Support Team in a B2B SaaS environment. Demonstrated ability to make high-quality decisions quickly and operate effectively without perfect information. Background in Software Engineering, Technical Support Engineering, DevOps, or similar highly technical customer-facing roles. Experience guiding cross-functional collaboration between Support and Engineering. Familiarity with ATS/HRIS platforms or other enterprise systems is a plus. Systems Thinking & Process Design Ability to zoom out and identify scalable processes for handling complex technical work. Strong judgment in prioritizing bugs, customer needs, and internal enablement work. Comfort operating in ambiguity and creating structure where none exists. Clear bias toward simplification over over-optimization. Customer-Centric, Engineering-Aware Passionate about improving the customer experience through well-designed, technically sound solutions. Comfortable representing customer needs in Engineering discussions and advocating for supportability. Able to hold a high bar for quality while still moving quickly and iterating. Understands that speed and quality are not opposites and knows how to balance both. You Should Apply If: You have strong instincts for what matters most and aren’t afraid to make decisive calls. You believe velocity compounds and you want to build a team that moves fast and drives value for customers You thrive in cross-functional environments and love working alongside Engineering teams. You enjoy solving complex technical problems while enabling others to do the same. You’re excited by the challenge of making Support scalable, efficient, and high-leverage. You May Not Want to Apply If: You prefer support models that avoid technical complexity or customer escalations. You’re uncomfortable operating in fast-evolving systems with undefined processes. You’re not interested in directly collaborating with Engineering. You prefer to lead from a high level without digging into the technical details. You need perfect certainty before acting or prefer prolonged analysis over decisive execution. Our Interview Process Our interview process is thorough — we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows: Intro Call with Recruiting - 30 min Hiring Manager Interview - 45-60 min Take Home Assessment VP of Customer Success Interview - 30 min Founder Interview - 30 min Peer Interview (Support Leaders) - 60 min If you're excited about leading a highly technical team, eliminating friction, and shaping the future of Support Engineering at Ashby, we’d love to hear from you! Our Philosophy: Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us: We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell. We want to offer deep expertise whenever we interact with prospects and customers – whether it be through scaled engagements (e.g. webinars), 1:1 conversations, or through written word (e.g. documentation). We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly. We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - we’ll get into these and other values during the hiring process. Benefits: You’ll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible. You get to sell a product that our prospects & customers are truly excited about. Competitive compensation is offered. 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. Unlimited PTO with four weeks is recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅 Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! $100/month education budget with more expensive items (like conferences) covered with manager approval. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Provide strategic legal counsel on privacy, compliance, contracts, and corporate governance while leading legal and compliance functions in fast-growing tech environments. | JD with 6-8 years in-house legal experience focused on product counseling, privacy, SaaS, and working closely with product and engineering teams in high-growth companies. | About the Job: 👋 I’m Kelly, Senior Legal Counsel at Ashby. I joined Ashby recently as the first dedicated legal hire and am now building out the legal team to support our next phase of growth! After 12 years building and scaling in-house legal teams, I was drawn to Ashby for its ambition, product vision, and the exceptional talent across the company. Working alongside smart, low-ego, high-ownership operators every day is energizing and inspires you to bring your best ideas forward. The Ashby leadership team is decisive and thoughtful, making intentional choices that balance speed, customer focus, and long-term growth. Ashby builds AI-powered hiring software used by thousands of companies globally, and we have ambitious plans for product expansion. We’re looking for someone experienced partnering as the key legal advisor to SaaS product teams who is experienced in privacy law and navigating changing regulations, highly pragmatic and commercial, and excited to be the go-to expert on these issues across the company. This is a hands-on role - you’ll partner deeply with Product and Engineering teams to get ahead of the product roadmap, translating complex legal and regulatory requirements into practical guidance for internal teams, customers and enable the business to move fast. You’ll need to be comfortable diving into the details of the product, understanding data flows, and identifying potential issues without slowing progress down. Your role is to solve problems collaboratively, partner on clear and pragmatic solutions, and build scalable approaches that allow Ashby to innovate with confidence. You’ll own and refine our data subject access process and partner closely with Ashby’s commercial counsel on privacy and product related questions from prospects and customers. Privacy, data and product counselling will be your core focus but you’ll also contribute to other areas of the business, including items such as advising on global expansion, IP, security incidents, corporate governance, employment, and legal operations, and helping shape the foundations of Ashby’s growing legal function. You will be at the heart of product and privacy decisions, working closely with Product, Engineering, Security, and Customer Success. If you thrive in a high-growth, fast-paced environment, enjoy building strong cross-functional relationships, and are motivated by the opportunity to shape a best-in-class legal function while directly enabling responsible product innovation and business success, this role is for you. Responsibilities • Partner with Ashby’s Product Team and individual Product Managers to provide proactive legal advice on new products and features, particularly those involving AI and candidate data, addressing areas such as privacy, PII handling, transparency, bias mitigation, and anti-discrimination/equal opportunity. • Own privacy compliance, including global DPA playbooks, privacy policy updates, and working with our DSAR team to streamline responses to data subject requests. • Respond to customer security and compliance questionnaires, and develop scalable processes to handle volume. • Contribute to the creation of customer-facing compliance documentation, FAQs, and GTM materials in partnership with product, security and marketing. • Partner closely with the Ashby Security team to respond to any security incidents, including drafting relevant security related communications. • Provide proactive advice by staying up to date on relevant industry regulations and developments, particularly in the regulation of the use of AI in the hiring process across our key regions and privacy law developments e.g., GDPR, EU AI Act, and U.S. federal and state AI/privacy laws. • Advise on data practices, data retention, and cross-border data transfers. • Support vendor due diligence and negotiations on privacy and compliance terms. • Work on a wide range of legal matters as they arise or are proactively identified, including IP, employment, global expansion and fundraising. • Help shape the legal function’s operations and structure as Ashby continues to grow, including identifying opportunities for innovation through technology. Qualifications • JD from an accredited law school and active license to practice law in the US (or equivalent qualification in relevant jurisdiction) • 6-8 years of legal experience with significant focus on product counselling, privacy, and data protection. • In-house experience at a fast growing technology company with demonstrated experience in closely supporting internal product teams; pure law firm backgrounds are likely not a fit for this role. • Exposure to AI, SaaS, or high-growth technology product environments, including working closely with Product, Engineering, and Security teams. • Strong technical curiosity and ability to understand product architecture and features, SaaS platforms, and data flows, enabling practical and actionable legal guidance. • Commercial mindset - you understand that legal enables product velocity, not the reverse • Excellent written and verbal communication; able to translate complex regulatory requirements into clear guidance and actionable recommendations. Bonus: • Experience building or scaling a privacy or product legal function. • Privacy certifications such as CIPP (US, EU, or APAC), CIPM, or CIPT demonstrating expertise in privacy law or technical/privacy considerations. • Experience using legislative and regulatory tracking platforms (e.g., FiscalNote, LexisNexis State Net, Quorum, or similar) to monitor emerging legislation affecting product development and compliance. You should apply if: • You're pragmatic, commercial and are excited to contribute to growth. You fundamentally view the role of an in-house legal team as a key contributor and cross-functional partner to fuel Ashby’s significant growth, rather than as a gatekeeper. You give advice that enables the business to move fast while managing risk appropriately. • You see the regulatory environment as an opportunity to shape how a company builds products responsibly, not a compliance burden. • You are skilled at building cross-functional relationships. This role will require you to work with many different Ashby teams including product, engineering, security and with some of our 3,700+ customers. Establishing strong relationships, particularly with product team members is crucial to the success of this role. • You are proactive, solutions-oriented, and can ruthlessly prioritize. You provide highly commercial and clear legal advice that clearly considers relevant business context and you have strong operational follow-through. • You are detail-oriented and want to be the expert. You’ll be the go-to person on product and privacy matters at Ashby. Understanding the specifics of our products and business and applying relevant legal advice are critical in this role. • You’re comfortable evaluating complex situations, sometimes with incomplete or imperfect information, and adapting guidance as new details emerge to recommend practical, actionable next steps aligned with product and business goals. • You want ownership. This isn't a role where you'll be handed a playbook. You'll build the compliance program, define the processes, and own the outcomes. Why you shouldn’t apply: • You prefer deep specialization in a single area (e.g., pure privacy) without broader product counseling responsibilities. • Your preference is for academic legal and advisory work. We are looking for a lawyer who is primarily focused on driving growth at Ashby, tailors advice and recommendations to our business context and is highly practical. • You're most comfortable in environments with established compliance programs and clear regulatory guidance. • You have only law firm experience. We need someone who understands the pace and trade-offs of in-house work at a scaling company. • You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting. • You’re uncomfortable with change. We are a rapidly growing team and company, and the ability to stay flexible and thrive amid change is key to success here. • You prefer a very conservative approach to every decision. This role requires balancing risk and opportunity responsibly, providing actionable, business-focused guidance. About Ashby We’re building the next generation of enterprise software and we’re starting with a suite of products that empower talent leaders, recruiters, and hiring managers to be a driving force for revenue & efficiency via a holistic, data-centric talent strategy. We just raised our series D bringing our total funding to $120m and are backed by great investors, including Alkeon, Lachy Groom Y Combinator and Elad Gil. We have over 2,700+ amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!) and the Ashby team has 220+ people globally. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, very high product velocity and many years of runway. We’ll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role 😅. Interview Process Our interview process is thorough - we assess if you are the right fit for Ashby and we will provide ample information for you to determine if Ashby is the right place for you. The process for this role is as follows: • Recruiter Screen with Ashby's Chief of Staff, Katie - 30min • Hiring Manager Interview with Ashby's Senior Legal Counsel, Kelly - 45min • Practical Assessment • Final Round - 2 to 2.5 hours of 30 minute interviews with cross-functional partners Benefits: • Competitive salary and equity. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅. • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval. • If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Manage and develop a technical support engineering team, build scalable processes for complex issue resolution, and collaborate cross-functionally with Engineering and Product teams. | Proven experience managing technical support teams in SaaS, strong technical problem-solving skills, ability to design scalable processes, and effective cross-functional collaboration. | Hi! I'm Allie, Head of Support at Ashby. 👋 I have had the privilege of working with an incredible Support Team full of highly knowledgeable, driven team members who care deeply about the success of our customers. One of our key priorities is to scale our Support Team’s ability to resolve deeply technical issues and support complex customers and workflows. That’s why we’re searching for a Support Engineering Manager to grow and shape the future of Support Engineering at Ashby. This role is not a traditional Support Manager position. We’re looking for someone who has technical depth, is confident diving into complex systems, and can mentor others on complex problem solving. In this role, you’ll manage a team of highly skilled Support Engineers, work closely with Engineering to refine escalation and triage practices, and help define how Support Engineering operates at Ashby. We’re looking for a builder with strong instincts who sees inefficiency quickly, takes action, and drives high-leverage improvements without over-engineering solutions. This is a unique opportunity to oversee our Support Engineering function, collaborate deeply with our Engineering and Product teams, and create scalable processes and systems for technical triage, debugging, and problem-solving. You should be energized by moving fast, experimenting, and making pragmatic decisions, even when you don’t have perfect data. If you love designing systems, building technical teams, and thinking holistically about how support can be a force multiplier across the business, you are in the right place! About This Role As the Support Engineering Manager, you will oversee a technically proficient team responsible for resolving complex product issues, supporting integrations and data workflows, and influencing product decisions through customer insights. This team serves as a key escalation layer for high-priority technical challenges while creating proactive solutions to elevate the broader Support organization. You’ll play a hands-on role in developing the team’s capabilities, guiding cross-functional processes, and building the systems that will allow Support Engineering to scale effectively as our business grows. Since this is a new function, you’ll have the opportunity to define best practices, establish technical workflows, and build a strong partnership between Support and Engineering from day one. We need someone who naturally gravitates toward the highest-leverage work by identifying waste, eliminating friction, and raising the technical bar of the team quickly. You should be comfortable being wrong occasionally if it means we’re right most of the time and moving at high velocity. Role Responsibilities: Team Leadership & Development • Lead and develop a team of Support Engineers focused on technical depth, problem-solving, and customer impact. • Foster a culture of ownership, urgency, and high standards where problems are driven to resolution quickly and thoughtfully. • Mentor team members on technical skills including log analysis, database querying, systems architecture, and integration troubleshooting. • Foster a collaborative environment where knowledge-sharing and experimentation are encouraged. • Help define the career path and responsibilities of Support Engineers at Ashby. • Recruit and grow talent with strong technical foundations in reading and understanding code, collaborating on bug reproduction, and working effectively with Engineering teams. Technical Expertise & Support Engineering Practices • Build scalable, repeatable processes for diagnosing and resolving complex issues related to integrations, APIs, analytics, and product performance. • Set standards for how the team escalates to Engineering, triages bugs, identifies patterns, and partners on long-term solutions. • Create internal tools and workflows that help the team operate with efficiency and consistency. • Balance operational needs with hands-on technical work, staying close by jumping into issues, exploring logs, or conducting hands-on testing when needed to support the team. • Continuously evaluate where time is being spent and ruthlessly prioritize work that drives the most impact for customers and the business. • Ship improvements quickly. Iterate. Raise the bar again. Cross-Functional Collaboration with Engineering & Product • Collaborate closely with Engineering to shape how technical escalations are managed and how customer insights are tracked and actioned. • Work with Product to provide feedback loops from Support to improve usability and prevent repeat issues. • Serve as an advocate for customers in technical conversations and help Engineering teams understand the support impact of product decisions. • Push for clarity and resolution. When tradeoffs exist, help the team move forward decisively. Process Design & Technical Enablement • Partner with our Support Leadership Team to identify and address gaps in our current tooling, workflows, and diagnostics capabilities. • Use data from escalations and customer feedback to recommend changes that improve team effectiveness and customer outcomes. • Partner with Support leadership to evolve how we measure success in high-complexity support scenarios. • Help scale Support Engineering as a function by documenting approaches, onboarding new team members, and contributing to internal tooling. • Default to action. Build the first version. Improve it in motion. Role Requirements Support & Technical Leadership • Proven experience managing or mentoring a Technical Support Team in a B2B SaaS environment. • Demonstrated ability to make high-quality decisions quickly and operate effectively without perfect information. • Background in Software Engineering, Technical Support Engineering, DevOps, or similar highly technical customer-facing roles. • Experience guiding cross-functional collaboration between Support and Engineering. • Familiarity with ATS/HRIS platforms or other enterprise systems is a plus. Systems Thinking & Process Design • Ability to zoom out and identify scalable processes for handling complex technical work. • Strong judgment in prioritizing bugs, customer needs, and internal enablement work. • Comfort operating in ambiguity and creating structure where none exists. • Clear bias toward simplification over over-optimization. Customer-Centric, Engineering-Aware • Passionate about improving the customer experience through well-designed, technically sound solutions. • Comfortable representing customer needs in Engineering discussions and advocating for supportability. • Able to hold a high bar for quality while still moving quickly and iterating. • Understands that speed and quality are not opposites and knows how to balance both. You Should Apply If: • You have strong instincts for what matters most and aren’t afraid to make decisive calls. • You believe velocity compounds and you want to build a team that moves fast and drives value for customers • You thrive in cross-functional environments and love working alongside Engineering teams. • You enjoy solving complex technical problems while enabling others to do the same. • You’re excited by the challenge of making Support scalable, efficient, and high-leverage. You May Not Want to Apply If: • You prefer support models that avoid technical complexity or customer escalations. • You’re uncomfortable operating in fast-evolving systems with undefined processes. • You’re not interested in directly collaborating with Engineering. • You prefer to lead from a high level without digging into the technical details. • You need perfect certainty before acting or prefer prolonged analysis over decisive execution. Our Interview Process Our interview process is thorough — we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows: • Intro Call with Recruiting - 30 min • Hiring Manager Interview - 45-60 min • Take Home Assessment • VP of Customer Success Interview - 30 min • Founder Interview - 30 min • Peer Interview (Support Leaders) - 60 min If you're excited about leading a highly technical team, eliminating friction, and shaping the future of Support Engineering at Ashby, we’d love to hear from you! Our Philosophy: Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us: • We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell. • We want to offer deep expertise whenever we interact with prospects and customers – whether it be through scaled engagements (e.g. webinars), 1:1 conversations, or through written word (e.g. documentation). • We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly. • We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - we’ll get into these and other values during the hiring process. Benefits: • You’ll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible. • You get to sell a product that our prospects & customers are truly excited about. • Competitive compensation is offered. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO with four weeks is recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅 • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Manage contract renewals, support customer success, and collaborate with sales and internal teams to ensure customer satisfaction. | Experience in sales, customer success, or contract management, with strong communication and administrative skills. | Hello! I am Alex, Head of Contract Management at Ashby. I am thrilled to be expanding our Contract Management team, as this function serves an important role in the success of our customers and the business. Having a Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer and existing customers expanding further into the product, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby. About The Role As an Ashby Contract Manager for Startup accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers who are up to 100 employees. You will manage annual customer renewals, month-to-month customer subscriptions, contract questions, and will collaborate closely with a number of internal teams across Ashby’s largest customer segment. As a trusted guide to quickly growing and steady-state startups, you will need to secure early customer loyalty, guide non-recruiting personas through the renewal process, and provide hands-on assistance to customers. Attention to detail on a high volume of accounts will be essential, with an agile approach to secure continuing customers swiftly and solve for these smaller businesses creatively. With a focus on helping small startups begin to meaningfully grow their businesses, you will identify opportunities to support these businesses and identify high growth accounts. Your work as a Contract Manager directly impacts our broader business goals, with Ashby’s Operating Principles woven into our processes. This position requires expertise in core contract management competencies: • Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render • Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customer’s needs • Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle • Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance • Understanding contract terminology and how to communicate these terms to customers Our ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal. Ashby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure you’re well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators). You could be a great fit if: • You enjoy finding creative solutions for complex situations – this in turn will allow you to successfully solve for both the customer and Ashby • You are solutions-oriented – there is a solution to every problem or challenge we may face in Contracts • You are detail-oriented – we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role • You are adaptable – you are able to be continuously learning and applying these learnings to your daily work • You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals • You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role) • You delight in having autonomy over your schedule — there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time • You display empathy in situations that require it – you understand where our customers are coming from and strive to find a solution accordingly • You value transparency – there is clarity and honesty in every step of our renewal process, and within Ashby as a company You might not be a great fit if: • You avoid taking ownership, and prefer to hand off various tasks • Dynamic situations make you uncomfortable • You find pricing conversations and negotiations demanding and taxing • You do not enjoy admin work and prefer to be in face-to-face meetings all day • You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby. • You prefer to work independently and not collaboratively • You prefer a rigid schedule with limited autonomy, as you find accountability challenging • You have difficulty working remotely full time Our Culture Our co-founders have written authentic pieces about Ashby’s communication and operating principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team. Interview Process • Recruiter Interview: 30 minutes • Hiring Manager Interview: 30-45 minutes • Take-Home Assignment: 30-45 minutes • Final Panel: • Cross-Functional Interview with Sales and Customer Success: 30-45 minutes • Contract Management at Ashby: 30-45 minutes • Negotiation and Stakeholder Management: 30 minutes • Closing Questions: 15 minutes About Ashby We’re building the next generation of recruiting software and we’re starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process. We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We’ll share more details once we meet. In short, it's the perfect time to join! 🚀 Benefits • Competitive salary and equity. • Opportunity to work with a talented and passionate team. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it! • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval. • If you’re in the US, top-notch health insurance for you and your dependents with all premiums covered by us. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Manage and execute end-to-end implementation projects for SaaS clients, ensuring positive customer experiences and timely delivery. | Extensive experience in managing complex SaaS implementations, strong technical understanding of SaaS products, excellent communication, and change management skills. | Strategic Implementation Specialist Hi! I’m Morgan, the Implementation Manager here at Ashby. Our customers are at the center of everything we do, and that’s especially true during implementation. We take pride in being responsive, collaborative partners who focus not just on delivery, but on doing things thoughtfully. This role plays a critical part in ensuring our new customers start off with a strong foundation and a clear path forward. I’m thrilled to be hiring our next Implementation Specialist. As part of our growing Professional Services team within Ashby’s Customer Success organization, you’ll play a key role early in the customer journey—ultimately helping to elevate the entire customer experience. About this role: As our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashby’s solution for many of our new customers. You will work directly with customers in our Strategic (predominantly Enterprise) segment, developing and executing implementation plans to ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes. Role requirements: • Implementation & Project Management: You have extensive experience managing and executing several complex implementation and onboarding projects concurrently in a high-growth B2B SaaS org (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed-upon expectations). You keep the team on track to ensure milestones are met. You work effectively in a remote-first setting, with the ability to travel <10% as needed for strategic customer engagements. • Technical Proficiency: You have a strong understanding of complex, configurable B2B SaaS products and their technical intricacies. By "complex", we mean platforms with multi-step workflows, supporting several core workflows, and integrations with other systems. You're technically curious and creative. Ashby or ATS experience is a plus, not required. • Customer Centricity: You deeply understand customer needs and tailor implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; you’re the customer’s proactive guide and advocate throughout the implementation period. • Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach. • Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value. • Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You don’t rely on ‘I’ve seen this done,’ but instead think critically to solve problems. • Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You could be a great fit if: • 📣 You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes. • 🎧 You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs. • 📈 You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions. • ⚡️You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy. • 🔍 Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations. • 📊 You are data-driven. You use metrics and analytics to inform decisions and measure success. • 🌍 You are adaptable. You can navigate changes in a fast-paced, evolving environment. • 🧑‍🏫 You love to coach. You see every teaching moment as an opportunity and are excited to help our customers grow. You might not be a great fit if: • You prefer an in-person role over remote. • You are less interested in customer-facing roles that require both technical and interpersonal skills. • You are accustomed to defining ideas and strategies, yet not responsible for their execution. • You prefer working with a simple product (such as a point solution). • You prefer exclusively to build (rather than build, iterate, optimize). Our Philosophy Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us: • We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell. • We want to offer deep expertise whenever we interact with prospects and customers. • We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly. • We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - we’ll get into these and other values during the hiring process. The Interview At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety: • 30 min - Recruiter Screen with Talent Team • 45 min - Interview with Hiring Manager • 60 min- Mock Call with 2 Implementation Specialists • Final Round: • 30 min - Customer Adoption with Head of Dedicated CS & one of our Strategic CSMs • 30 min - Interview with VP of Customer Success & Head of PS • 10 min - Closing Questions with Hiring Manager Benefits • You’ll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible. • You get to sell a product that our prospects & customers are truly excited about. • Competitive compensation is offered. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO with four weeks is recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅 • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Guide and support enterprise customers in adopting and maximizing the value of complex SaaS products, fostering strong relationships and driving retention. | At least five years of SaaS customer success experience, managing a significant book of strategic accounts, with strong technical and communication skills. | About this Role Our Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. We’re thrilled to be hiring our next Strategic CSM in the EST time zone as we continue to grow the team. In this role, you'll guide Ashby's biggest customers - focusing on improved product adoption and increased customer health. You will shape how we serve customers ranging from high growth organizations to public companies. Ashby is designed to be powerful and flexible, allowing users to adjust it to their needs. This means that there is a lot to learn. You will become a product and domain expert in order to enable our customers to make the best use of Ashby to drive hiring excellence. Role Requirements: • You have a strong track record of customer success experience in B2B SaaS (at least five years), supporting the implementation and adoption of complex technologies through the customer journey. • You’re comfortable managing a book of ~20 strategic customers, exceeding $2m in total ARR. You enjoy multi-threading, developing relationships across a broad set of stakeholders while supporting existing teams to drive adoption and retention. • You have experience working closely with cross-functional stakeholders across Sales, Marketing, Product, and Operations. • You love becoming a product and industry expert. You create ‘Ah ha!’ moments by tailoring configuration, driving product adoption, and crafting training to address a customer’s specific challenges so they achieve their intended business outcomes. • You’ve worked with technically complex products and show a strong curiosity to explore details and understand how things work. You Should Apply If: • 📣 You communicate with precision and clarity. You can take something complex (like a multi-layered report or a nuanced workflow) and explain it simply and confidently. • 🎧 You are a listener first. You seek to understand what customers actually need and then advocate for them internally to shape how Ashby evolves for enterprise use cases. • ⚙️You thrive in complexity. Ashby is powerful and highly configurable; you’re energized by learning a product with depth, and you can translate that knowledge into creative solutions for your customers. • 🧑‍🏫 You’re excited to help shape a new segment. Our Strategic customer motion is still evolving; you’ll be iterating on playbooks, helping us learn what works, and turning those learnings into repeatable processes for the team. • 🔍 Your peers describe you as detail oriented. You send crisp follow-up emails, on time. You take pride in internal operations, like real-time CRM updates. • 📊 You are always looking for ways to improve your work through data. • 👥You may have been a recruiter, hiring manager, or interviewer before. That experience helps you quickly connect Ashby’s workflows to real-world hiring problems (though it’s not required). Why you shouldn’t apply: • You prefer managing a broad book of business (if so, see our High Touch or Startup roles). • You're interested in managing customer accounts with infrequent and well-defined touchpoints (rather than excited by the fluidity required of early stage CS work). • You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as leading indicators. For renewal negotiation and upsell, we have a remarkable team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model. • You’re afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals isn’t interesting, this job isn’t going to be for you. About Ashby We’re building the next generation of enterprise software, and we’re starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We’ll share more details once we meet. In short, it's the perfect time to join! 🚀 Interview Process Our interview process is thorough — we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows: • Intro Call with Ashby Recruiting - 30 Minutes • Hiring Manager Interview - 45 Minutes • Take-Home/Presentation - 45 Minutes • Panel Interview - 2 hours Benefits • You’ll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO with four weeks is recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅 • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval. • If you’re in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. We also offer a 3% 401k match. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Lead and manage the revenue enablement team to develop and execute programs that improve sales and customer success team performance, onboarding, and adoption of frameworks to drive revenue growth and retention. | Proven experience leading enablement teams in SaaS companies scaling to $100M+ ARR, strong cross-functional partnership skills, program development expertise, LMS management, and ability to measure enablement impact. | About Ashby • We’re building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence • Raised our Series D earlier this year, and we’re growing ARR >100% YoY • Have over 3,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Reddit • Built multiple products to win both land-and-expand and material new business deals • Rapidly moving up-market with no signs of slowing down • Implemented AI throughout the platform • Known for our pace of innovation and advanced analytics About this role As the Head of Revenue Enablement, you will be the business partner to our VP Sales and VP Customer Success to ensure consistently high caliber execution to support revenue growth and customer retention. You will play a pivotal role in developing and, with your team, executing programs that foster excellence in our Sales and CS organizations. Success in this hands-on leadership role is measured by the overall effectiveness of our customer-facing Sales & CS teams — this includes but isn’t limited to: fast time-to-ramp for new hires, consistent adoption of our frameworks and methodologies, strategic business partnership with GTM leadership and ultimately delightful customer experiences that drive growth. In 2026, Revenue Enablement will be a team of three. You will lead and manage two practitioners, one for each Sales and Customer Success. You will operate in a player-coach capacity, with an eagerness to roll up your sleeves to support program delivery and ensure execution against company priorities. Sales & CS will be close to 200 people by the end of next year, and so you and your team will have a high impact role on Ashby’s growth trajectory to $100M ARR and well beyond. Role Scope & Requirements • 🤝 Business Partnership: You are innately curious about the work and priorities of our Sales and CS Leaders. You ask the hard questions to understand the nuances of the business to identify how you can have the greatest impact. You partner effectively with stakeholders including Product Marketing, Revenue Operations and Senior Leadership to deliver comprehensive programs in support of our go-to-market strategy. • ⚙️ Program Development: You understand business needs and identify gaps in knowledge or skills. You’re a quick learner who is at home creating and curating materials for go-to-market teams. You collect disparate information through quantitative and qualitative approaches (e.g. interviews, internal documentation, and recorded customer calls) to create tailored learning paths that drive behavior change. You actively elicit feedback for program improvement. • 🧑‍🏫 New Hire Onboarding: You have experience developing onboarding programs for GTM teams that ensure new hires ramp quickly. You have a knack for simplification and prioritization—sometimes less is more. You can be the master architect for role and segment specific onboarding tracks. • 💻 Systems: You’ve managed an LMS and have perspective on which software capabilities best support learning outcomes and in-field execution. You closely follow AI-native enablement vendors and can separate marketing fluff from powerful new features. • 🚀 Scaling: You’ve helped a SaaS company scale to over $100M ARR where you lead an enablement team. You thrive in a high growth, dynamic environment and are familiar with reinforcement learning techniques to support organizations of this scale. • 📈 Impact: You use both analytics and observations to assess the impact of your enablement programs. You have a proven track record of achieving measurable improvements in team performance and productivity. You iterate on your approach based on results, evolving company goals, and changing market conditions. • 👷 Team Management: You are highly organized and have managed an enablement team who deliver multiple projects concurrently. You’re an “in the details” leader who ensures the success of your team’s work. You know when to advocate for additional resources to maximize impact. Out of Scope Since every organization thinks about Revenue Enablement a little bit differently, we intend to be clear about what we currently view as out of scope for this role, while also acknowledging that things may evolve, and your perspective also counts. • Technical Enablement / Ashby Product: We have an expansive product surface area as a full-suite talent acquisition platform. Our Support, CS and Solutions Engineering teams especially need to develop deep product acumen to be effective in their jobs. We anticipate you being a partner to other owners of Technical Enablement but it is not your primary responsibility. • Competitive Intelligence: You would not be expected to become the subject matter expert on our competitive landscape, but would partner with our PMM and Solutions Engineering teams on the creation of competitive enablement programs, leveraging existing knowledge and frameworks. You Might Love This Role If • You have a desire to build a world-class GTM practice. • You’re a systems thinker with experience scaling enablement programs. • Your peers would describe you as operationally excellent. • You excel in cross-functional collaboration. This Role Might Not Be for You If • You are uncomfortable rolling up your sleeves and executing. This is not a role for hands-off delegators. • You prefer working independently vs as part of an interdisciplinary team. • You love meetings! We’re a documentation first, async friendly team that values written communication as a core mode of communication. (We’re not anti-meeting but highly value the written word). Our Philosophy Here are a few points relevant to go-to-market that should give you an idea of what it is like to work with us: • We believe a highly differentiated product is a lot easier to sell, so we continually invest in product innovation and this has proven to be a sustainable source of competitive differentiation • We always aim to show up well prepared and with deep industry acumen. This caliber of customer experience is another way we differentiate. • We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly. We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - we’ll get into these and other values during the hiring process. Benefits • You’ll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks, but equally move with precision and urgency • Competitive compensation, including equity • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable. • Unlimited PTO with four weeks is recommended per year. • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! • $100/month education budget with more expensive items (like conferences) covered with manager approval. Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Lead and grow a team of Customer Success Managers to enhance onboarding, adoption, and long-term customer partnerships while driving process improvements and advocating for product enhancements. | Experience leading Customer Success teams in a B2B SaaS environment, expertise in customer lifecycle management, operational process improvement skills, strong cross-functional collaboration, and data-driven problem solving. | Head of High Touch Customer Success 👋 Hi, I’m Casey — Head of Dedicated Customer Success at Ashby; I look after our upmarket customers in the Strategic and High Touch segments. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering ‘what is a better way to accomplish this’. That’s why I am thrilled to be hiring my backfill: the Head of High Touch Customer Success! In this role, you’ll have the opportunity to elevate the customer experience to the next level. You’ll join our Dedicated CSM leadership team, working alongside our Heads of Strategic and EMEA Customer Success, as well as leaders from our Startup CS, Support, Customer Education and Contract Management teams. About the Role As Head of High Touch Customer Success, you’ll play a critical role in ensuring our customers continue to have an exceptional experience with Ashby as we scale. You’ll grow a talented team of CSMs, lead the current Manager of High Touch Customer Success (a recent internal promotion), and drive the overall strategy and execution of our High Touch CS function. In this role, you will: • Lead and coach both the current Manager of High Touch CS and your own team of CSMs supporting customers across onboarding, adoption, and long-term partnership • Drive process improvements across the customer journey, with a focus on post-onboarding and adoption • Help evolve how we deliver consistent, high-quality customer experiences at scale • Serve as a key product advocate — partnering closely with internal teams to champion improvements that better support our upper mid-market and lower enterprise customers Role requirements: • Team Leadership & Coaching: You have experience leading and developing Customer Success Managers in a B2B SaaS environment. You know how to foster a culture of empathy, accountability, and continuous growth. • Customer Journey Expertise: You understand the customer lifecycle and have helped improve onboarding, adoption, and retention through thoughtful, repeatable approaches. • Operational Mindset: You’ve helped implement and improve team processes, and you bring a structured lens to scaling what works while staying adaptable. • Cross-functional Collaboration: You’re comfortable partnering with teams like Sales, Product, and Support to align around customer needs and elevate the experience. • Problem-Solving Orientation: You don’t rely on “what worked before” — you’re thoughtful, pragmatic, and eager to find solutions that fit the unique needs of your team and customers. • Data-Driven: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience. • Customer-First Thinking: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences. • Lifecycle Awareness: You’re familiar with key stages like onboarding and adoption, and you’ve supported efforts that drive product engagement and help customers achieve their goals. You’ll Be a Great Fit If You: • 📣 You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes. • 🎧 You are a great listener. You see your role as 1) Advocate for the Customer Success Team as well as 2) Voice of the customer to internal stakeholders so we can ensure that our product roadmap continues to evolve. • 📈 You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions. • ⚡️You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy. • 🔍 Your peers describe you as detail oriented. You take pride in internal operations. • ⚙️ You’re an advocate for the team. We’ll be looking for your help when it comes to defining resourcing and headcount planning. • 🧑‍🏫 You love to coach. You see every teaching moment as an opportunity and are excited to help teams grow. You Might Not Be a Fit If: • You prefer an in-person role over remote. • You’re not eager to roll up your sleeves and get into the weeds (e.g. call shadowing isn’t interesting to you). • You are accustomed to defining ideas and strategies, yet not responsible for their execution. • You thrive in environments where you lead a simple, established product rather than a dynamic, evolving one. • You prefer exclusively to build (rather than build, iterate, optimize) Our Philosophy Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us: • We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell. • We want to offer deep expertise whenever we interact with prospects and customers. • We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly. We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - we’ll get into these and other values during the hiring process. The Interview At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety: • 30 min - Recruiter Screen • 60 min - Hiring Manager Interview with Global Head of Dedicated CS • 60 min Presentation & Interview with our Manager of High Touch, Head of Startup & Head of Strategic • Final Round: • 30 min - Interview with VP of Customer Success • 30 min - Interview with CEO • 10 min - Closing Questions with Hiring Manager Benefits • You’ll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible. • You get to represent a product that our prospects & customers are truly excited about. • 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby — do it when you feel financially comfortable. • Unlimited PTO with four weeks is recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅 • Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise. • $100/month education budget with more expensive items (like conferences) covered with manager approval • Extended health benefits for you and your dependents (subject to availability with our Employer of Record) • Generous equipment, software, and office furniture budget. Get what you need to be happy and productive! Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.