Technical Recruiter, Ashby
$140-160k
Plus equity
More information about location
All-in-one recruiting software
Be an early applicant
All-in-one recruiting software
101-200 employees
Be an early applicant
$140-160k
Plus equity
More information about location
101-200 employees
Company mission
To redefine the applicant tracking system (ATS) category, providing talent teams with analytics, workflows and automation.
Role
Who you are
- We value humility, continuous improvement and a dedication to excellence
- If you are passionate about bringing your unique strengths to the team and building a culture of success, we would love to hear from you
- Proven track record as an expert “Engineering” Recruiter in a Product led company
- Experience working on Software Engineering hiring, ideally from within a SaaS company, is critical
- Data-driven mindset, able to optimize your workflows, balancing diversity, quality and volume
- Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used
What the job involves
- We have a Technical Recruiter and a Technical Sourcer role open
- Not only will you get to help build the people side of our business but you’ll also get to become an expert user of our product and a thought leader on how to use it
- You’ll get to make a lasting contribution to the whole recruiting community as we drive improvements across the talent tech space
- Joining us means being part of a talented team, tackling the challenges of our stage, and contributing to our team and product growth
- Ashby is seeking a Recruiter with a proven track record of discovering and hiring amazing Engineering talent
- In this role, you will own the end-to-end development and execution of recruitment strategies to find exceptional talent to fill critical Software Engineer, Product Management, Design, Engineering Leadership and IT roles
- Uccess in this role over the next six months will involve attracting, evaluating and hiring high quality candidates to meet our company's hiring needs for Engineering positions across the business
- It will also require building and collating phenomenal talent pools to create a strong infrastructure for future growth
- Attracting, evaluating and hiring top talent for all Technical positions
- Developing processes that focus on the very highest quality of hire as we scale
- Discovering and quantifying new talent pools and sourcing channels
- Engaging with our co-founders, departmental leaders and hiring managers to expertly qualify requirements
- Focusing on quality and alignment at the optimal volume to meet goals
Application process
- Take your time with your application, you do not need to be first to apply or in the first 100 to get this job
- The closing date for applications is December 4th at 9am PT and we will NOT review any applications or speak to anyone until after that date/time
- We will review EVERY application and speak to the shortlist we make based on the applications
- Here's some resume feedback I've created from past Recruiter hiring processes that I've given to applicants we have screened out, based on reviewing hundreds of Recruiter/Sourcer resumes. I hope you find this useful in tailoring your application!
- Resumes showed minimal experience as a Full Lifecycle Recruiter, recruiting for Software Engineering roles. We will only hire someone with deep SWE hiring experience
- Role descriptions on resumes focusing on projects or leadership rather than delivery of hires for Engineering roles. Projects and leadership is great, but I needed to see the evidence of you doing the Recruiting work
- Resumes showed no or minimal experience of hiring in a Product led Engineering environment. As per the job description we were looking for SaaS experience ideally
- Resumes had little or no reference to sourcing capabilities re this JD point "Demonstrated experience in creating innovative sourcing strategies"
- Resumes didn't articulate the impact that the applicant had in past roles. The JD stated "Data-driven mindset, able to optimize your workflows" and data can show this impact
- Answers to the application questions. Each question had context provided or real meaning for us, beyond what we would see in your resume
- Resumes had a general lack of specifics. "Recruited a variety of roles" doesn't tell the reader that you've handled Software Engineering recruiting. Likewise, a company name alone doesn't help the reader know it's Product led organization. On that last point, a little blurb about the company is really helpful for anyone reading the resume and helps them avoid mistakes by thinking that a company isn't from "X" sector
- At Ashby, our team and interview process want to help you show your best self. We’ll dive into past projects and simulate working together via talking through past projects and conducting a short but realistic assignment
- Our interview process is 4 rounds with some casual Zoom (or in-person) coffee in between to get to know each other:
- 30-minute introduction call to discuss Ashby and your past work with Anna or I, so expect a traditional recruiting screen
- A take-home assignment that will ask you to create a hiring strategy for a role as well as an example of a tailored outreach to a specific candidate we will provide you
- A deeper dive into your Recruiting experience with Jim that will follow on from your assignment submission
- 2.5 hours - (broken into 5x 30 mins) with our co-founder/CEO Benji, Engineering leaders including Abhik, our co-founder, Recruiters, and a Sourcing focused interview with Liz
Our take
Reportedly, 50% of employers don’t use applicant tracking systems, largely because of blockers with implementation or insufficient buy-in from top management. Ashby's co-founder and CEO, Benji Encz, experienced first-hand how existing solutions failed to support hyper-growth hiring needs whilst working at PlanGrid, which is in part what led to the creation of the company.
Ashby is looking to redefine the ATS category - providing talent teams with analytics, workflows and automation - and intends to replace solutions from well-established vendors like Greenhouse and Lever with algorithms. The company's AI can schedule interviews and infer demographic data, which clients use for aggregate analyses of DEI hiring metrics.
The market for recruitment software could potentially reach $3.5 billion by 2030. Unsurprisingly, there is now a growing number of startups emerging to compete for a slice of it. Despite the crowded market and having only emerged from stealth in 2022, Ashby has already secured over 500 clients (including high-profile customers like Notion and Figma). The company has also attracted impressive funding which will be used to expand its product offering beyond what is typically expected from an ATS.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
Many candidates hear
back within 2 weeks
32% employee growth in 12 months
Company
Funding (last 2 of 4 rounds)
Jun 2024
$30m
SERIES C
Sep 2022
$21.5m
SERIES B
Total funding: $64.5m
Company benefits
- Unlimited PTO with four weeks recommended per year
- 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
- Generous equipment, software, and office furniture budget
- $100/month education budget with more expensive items (like conferences) covered with manager approval
- Twelve weeks of fully paid family leave 🇺🇸
Company values
- Apply Principled Thinking Over Experience
- Reflect On And Optimize How You And Your Team Use Your Time
- Apply Thoughtful Communication
- Prioritize Ownership
- Be Frustratingly Patient About Hiring
- Optimize For The Long Term, But, Move With Urgency
- Aim High
- Push For Continuous Improvement
- Care Deeply About Our Customers
- Foster Constructive Debate And Feedback
Company HQ
SoMa, San Francisco, CA
Articles
Leadership
Benjamin Encz
(Co-Founder & CEO)Previously the Director of Engineering and Part-Time Recruitment Operations at PlanGrid. They also worked as a Software Engineer at Make School and was a Lecturer at Baden-Wuerttemberg Cooperative State University (DHBW).
Abhik Pramanik
(Co-Founder)VP of Engineer at Ashby. Previously a Senior Product Manager at Lob and a Senior Product Manager at PlanGrid.
Share this job
View 12 more jobs at Ashby