![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png\")
Hi đ Iâm Colin, Director of Engineering, Europe. How do you feel about software 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 Iâm 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 âthe processâ or because âmore data is needed.â 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. weâre 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. Youâll focus on building your team, their skills to thrive with the ownership theyâre 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 theyâre not on the critical path.
Weâve already gathered an experienced, talented, and collaborative team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.
In addition to working with engineers youâll 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 donât make the final decisions, but youâll 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 theyâre 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. Itâs 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 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 Iâve learned more, Iâve 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 peopleâs 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 everybodyâs 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 couldnât be a manager, Iâd be super happy to be an IC.
Iâm 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 havenât 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 âYah I know everyone is doing that, but we won't because...â
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Engineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre 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 donât 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. Youâve 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.
Youâre good at thinking about product, business, and maybe even design, but youâre 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 shouldnât apply if:
You donât enjoy coding or donât find time to stay up-to-date on technology.
Youâve 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.
Youâre 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.
Our engineering culture is motivated by Abhik and Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png\")
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together. Our interview process is six interviews in the following order:
Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.
Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.
Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.
Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.
Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.
I will be your main point of contact and prepare you for interviews. If we donât give an offer, weâll provide feedback!
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Director of Engineering, Europe. How do you feel about software 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 Iâm looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.\n\nTo 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 âthe processâ or because âmore data is needed.â 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.\n\nWhen 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. weâre 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).\n\nTo 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. Youâll focus on building your team, their skills to thrive with the ownership theyâre 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 theyâre not on the critical path.\n\nWeâve already gathered an experienced, talented, and collaborative team https://www.ashbyhq.com/team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.\n\nIn addition to working with engineers youâll also get to work on projects yourselves. Some examples of work our engineering leaders have done:\n\n - Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - 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 theyâre driving.\n\n - 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).\n\n - Improve how we generate and simulate data in demo accounts. Itâs 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.\n \n \n\n\nWHY BE A MANAGER?\n\nI 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.\n\nSince then, as Iâve learned more, Iâve 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 peopleâs 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 everybodyâs 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.\n\nDespite 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 couldnât be a manager, Iâd be super happy to be an IC.\n\nIâm 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.\n\nIt can be hard to find seasoned engineering leaders who havenât 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 âYah I know everyone is doing that, but we won't because...â\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nEngineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre looking for:\n\n - You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.\n\n - 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\n\n - You hold your team to a high standard and donât shy away from getting into the details and giving feedback, even to the best folks on your team.\n\n - 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. \n\n - You know what exceptional engineers look like. Youâve 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.\n\n - Youâre good at thinking about product, business, and maybe even design, but youâre not interested in calling the shots and are more interested in building a team that can make the best decisions without you.\n\n - 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.\n \n \n\nPut another way, you shouldnât apply if:\n\n - You donât enjoy coding or donât find time to stay up-to-date on technology.\n\n - Youâve gotten into management because it was the only growth path available\n\n - You want to make all the product decisions instead of empowering your team to make those calls.\n\n - 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.\n\n - A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.\n\n - Youâre 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.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together. Our interview process is six interviews in the following order: \n\n 1. Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.\n\n 2. Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.\n\n 3. Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.\n\n 4. Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.\n\n 5. Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.\n\nI will be your main point of contact and prepare you for interviews. If we donât give an offer, weâll provide feedback!\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"390e266b-4b6c-4490-ad74-05ff5e0bb36a","title":"Product Manager, Onboarding and Growth","department":"Product","team":"Product","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-11T19:28:18.199+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/390e266b-4b6c-4490-ad74-05ff5e0bb36a","applyUrl":"https://jobs.ashbyhq.com/ashby/390e266b-4b6c-4490-ad74-05ff5e0bb36a/application","descriptionHtml":"Hi, Iâm Geo, Ashbyâs VP of Product. I joined Ashby August â26; read more about why I joined here. Iâm looking for a growth-oriented product manager to help users onboard and expand their usage of the product.
At Ashby, we have a unique approach to building products (more on that below). As a PM, your primary goal is to eliminate frustration and bring delight to our customers. Youâll work with engineers who deeply understand the customer and business problem and own the solution end-to-end. This means that you spend less time writing detailed specs and more time with customers and doing deep product thinking.
Our unique approach is working. Weâre growing >100% year over year and have notable customers such as Notion, Linear, OpenAI, Shopify, and Snowflake. Our growth and retention metrics are best in class among our peers. Weâre backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more!
The surface area of our flagship ATS product is growing, and we are launching new products. This means customers are less likely to organically adopt the things that create value for them.
Historically, onboarding has been human-driven by our amazing Customer Success team. And now, weâre ready to productize our learnings. As Ashby grows, we need a single owner who can think deeply about the customer journey and design the product and email experiences that help users achieve their desired outcomes and get the most out of Ashby.
This isnât just about onboarding individuals. It requires thinking about how to onboard organizations with different roles and stakeholders with different goals. Itâs going to be a fun challenge.
Customer Journey: This role isnât focused on conversion rate optimization or running A/B tests. Instead, youâll gain a deep understanding of the entire Customer Journey. Then youâll design a thoughtful onboarding experience for each role, prioritizing how we can use the product and email to help users at different stages.
Product Led Growth: Youâll spearhead our product-led growth motion by working closely with our Customer Success team. They own our human-led onboarding and, in many respects, have designed the first version of this. Youâll also own transactional email (i.e. email triggered by product signals) as it is an extension of the product experience.
Adoption Metrics: This is our first-ever product team focused on growth and onboarding, so youâll be responsible for defining and tracking key metrics to assess whether our onboarding experience helps customers realize value sooner. We have a small but mighty data team that youâll partner with, but for the most part, youâll be responsible for defining and analyzing these growth metrics yourself.
Product Qualified Leads: Youâll also work closely with our Revenue Operations team to figure out the bridge between product signals that initiate go-to-market activity. Youâll own the definition of a Product Qualified Lead (PQL) and work with the RevOps team to determine how to route them.
User Experience: Finally, youâll own changes to features to make onboarding easier and drive adoption. If you think changing how a given feature works is critical to making onboarding easier, it isnât off limits. Eventually, weâll want you to create frameworks and consult with other product teams to help them drive adoption for their product areas.
Youâve owned onboarding, expansion, or growth for a B2B SaaS product
You have strong product taste, and you think of growth as more art than science
Youâve built a growth strategy rooted in principled thinking, research, and data
You can show evidence of driving long-term growth results
You have an unnatural curiosity and excitement about the end-user and the jobs they do
Your written communication skills are excellent
Youâve developed product metrics deeply connected to customer value
You can point to exceptional relationships with customer success teams
You know how to coach and motivate high-agency engineers and drive urgency
At Ashby, the role of Product Managers is different from what Iâve seen in most product orgs. At a high level, PMs are responsible for shipping impactful product changes at high velocity, consistently and over an extended period. When we think about impactful product changes, our primary goal is to remove frustration and add delight.
At many organizations, PMs are required to write detailed specs that handle every edge case. Designers are required to mock up every pixel. At Ashby, itâs different. We believe individual contributors do their best work when they have a deep understanding of the end user and the business, and ownership of the solution. This is reflected in the engineers Ashby hires: they own projects end-to-end and deeply understand the problems they are solving. PMs are expected to give significant white space in their specs. As a result, PMs can spend less time managing tickets and more time with customers and thinking deeply about the product strategy.
At Ashby, PMs need to be the pace-setters for their product areas. This means they bring a healthy level of impatience and time-paranoia to the table. This does not mean cutting corners or demanding that engineers work unreasonable hours. As a PM, you can help engineers by managing the project scope well, identifying when itâs appropriate to bring in help, or being ruthless about prioritization.
In particular for this role, we think itâs unlikely youâll be able to A/B test your way to the right solution. We think itâs more likely to build great onboarding through deep thinking. A big part of that is research; you should expect to spend a significant amount of your time researching and understanding customer problems, and then a significant amount of time writing down your thinking.
Finally, Ashby isnât simply an ATS. Right from the foundations, it was designed to be much more than that. Itâs a platform modelled around how organizations (from early-stage startups to massive enterprises) think about recruiting, managing, and retaining top talent. As a PM at Ashby, you should, over time, get familiar with our most common building blocks. Youâll invest not only in product improvements but in platform thinking.
If this also sounds exciting to you, please apply. We review every application and aim to get back to candidates within 2-3 days. For candidates that advance to the interview process here is what you can expect:
Intro Call with Geo (VP, Product) - 30 mins
Product Experience Deep Dive - 45 mins
Assignment
Prepare written assignment (expect to set aside ~2 hours)
Present assignment - 60 mins
Final Round Interview - 2 hours
Mostly focused on cross-functional Interviews to meet more of the team. This is a critical hire for us and a role that will touch a lot of functions - we want to make sure you'll meet folks you'll be working closely with
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
To request reasonable accommodations, please contact hiring@ashbyhq.com.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi, Iâm Geo, Ashbyâs VP of Product. I joined Ashby August â26; read more about why I joined here. https://www.ashbyhq.com/blog/all/a-letter-from-chris-geoghegan-on-joining-ashby Iâm looking for a growth-oriented product manager to help users onboard and expand their usage of the product.\n\nAt Ashby, we have a unique approach to building products https://www.ashbyhq.com/blog/culture/ashbys-operating-principles (more on that below). As a PM, your primary goal is to eliminate frustration and bring delight to our customers. Youâll work with engineers who deeply understand the customer and business problem and own the solution end-to-end. This means that you spend less time writing detailed specs and more time with customers and doing deep product thinking.\n\nOur unique approach is working. Weâre growing >100% year over year and have notable customers such as Notion, Linear, OpenAI, Shopify, and Snowflake. Our growth and retention metrics are best in class among our peers. Weâre backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more!\n\n\n\n\nTHE CHALLENGE\n\nThe surface area of our flagship ATS product is growing, and we are launching new products. This means customers are less likely to organically adopt the things that create value for them.\n\nHistorically, onboarding has been human-driven by our amazing Customer Success team https://www.ashbyhq.com/blog/culture/customer-success. And now, weâre ready to productize our learnings. As Ashby grows, we need a single owner who can think deeply about the customer journey and design the product and email experiences that help users achieve their desired outcomes and get the most out of Ashby.\n\nThis isnât just about onboarding individuals. It requires thinking about how to onboard organizations with different roles and stakeholders with different goals. Itâs going to be a fun challenge.\n\n\n\n\nWHAT YOUâLL BE WORKING ON\n\n - Customer Journey: This role isnât focused on conversion rate optimization or running A/B tests. Instead, youâll gain a deep understanding of the entire Customer Journey. Then youâll design a thoughtful onboarding experience for each role, prioritizing how we can use the product and email to help users at different stages.\n\n - Product Led Growth: Youâll spearhead our product-led growth motion by working closely with our Customer Success team. They own our human-led onboarding and, in many respects, have designed the first version of this. Youâll also own transactional email (i.e. email triggered by product signals) as it is an extension of the product experience.\n\n - Adoption Metrics: This is our first-ever product team focused on growth and onboarding, so youâll be responsible for defining and tracking key metrics to assess whether our onboarding experience helps customers realize value sooner. We have a small but mighty data team that youâll partner with, but for the most part, youâll be responsible for defining and analyzing these growth metrics yourself.\n\n - Product Qualified Leads: Youâll also work closely with our Revenue Operations team to figure out the bridge between product signals that initiate go-to-market activity. Youâll own the definition of a Product Qualified Lead (PQL) and work with the RevOps team to determine how to route them.\n\n - User Experience: Finally, youâll own changes to features to make onboarding easier and drive adoption. If you think changing how a given feature works is critical to making onboarding easier, it isnât off limits. Eventually, weâll want you to create frameworks and consult with other product teams to help them drive adoption for their product areas.\n\n\n\n\nYOU COULD BE A GREAT FIT IF\n\n - Youâve owned onboarding, expansion, or growth for a B2B SaaS product\n\n - You have strong product taste, and you think of growth as more art than science\n\n - Youâve built a growth strategy rooted in principled thinking, research, and data\n\n - You can show evidence of driving long-term growth results\n\n - You have an unnatural curiosity and excitement about the end-user and the jobs they do\n\n - Your written communication skills are excellent\n\n - Youâve developed product metrics deeply connected to customer value\n\n - You can point to exceptional relationships with customer success teams\n\n - You know how to coach and motivate high-agency engineers and drive urgency\n\n\n\n\nWE WORK DIFFERENTLY\n\nAt Ashby, the role of Product Managers is different from what Iâve seen in most product orgs. At a high level, PMs are responsible for shipping impactful product changes at high velocity, consistently and over an extended period. When we think about impactful product changes, our primary goal is to remove frustration and add delight.\n\nAt many organizations, PMs are required to write detailed specs that handle every edge case. Designers are required to mock up every pixel. At Ashby, itâs different. We believe individual contributors do their best work when they have a deep understanding of the end user and the business, and ownership of the solution. This is reflected in the engineers Ashby hires: they own projects end-to-end and deeply understand the problems they are solving. PMs are expected to give significant white space in their specs. As a result, PMs can spend less time managing tickets and more time with customers and thinking deeply about the product strategy.\n\nAt Ashby, PMs need to be the pace-setters for their product areas. This means they bring a healthy level of impatience and time-paranoia to the table. This does not mean cutting corners or demanding that engineers work unreasonable hours. As a PM, you can help engineers by managing the project scope well, identifying when itâs appropriate to bring in help, or being ruthless about prioritization.\n\nIn particular for this role, we think itâs unlikely youâll be able to A/B test your way to the right solution. We think itâs more likely to build great onboarding through deep thinking. A big part of that is research; you should expect to spend a significant amount of your time researching and understanding customer problems, and then a significant amount of time writing down your thinking.\n\nFinally, Ashby isnât simply an ATS. Right from the foundations, it was designed to be much more than that. Itâs a platform modelled around how organizations (from early-stage startups to massive enterprises) think about recruiting, managing, and retaining top talent. As a PM at Ashby, you should, over time, get familiar with our most common building blocks. Youâll invest not only in product improvements but in platform thinking.\n\n\n\n\nINTERVIEW PROCESS\n\nIf this also sounds exciting to you, please apply. We review every application and aim to get back to candidates within 2-3 days. For candidates that advance to the interview process here is what you can expect:\n\n 1. Intro Call with Geo (VP, Product) - 30 mins\n\n 2. Product Experience Deep Dive - 45 mins\n\n 3. Assignment\n \n 1. Prepare written assignment (expect to set aside ~2 hours)\n \n 2. Present assignment - 60 mins\n\n 4. Final Round Interview - 2 hours\n Mostly focused on cross-functional Interviews to meet more of the team. This is a critical hire for us and a role that will touch a lot of functions - we want to make sure you'll meet folks you'll be working closely with\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nTo request reasonable accommodations, please contact hiring@ashbyhq.com.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"86a60834-ba64-484d-9658-afa1bc97a957","title":"Mid Market Account Executive - EMEA (French Speaking)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"France","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}}],"publishedAt":"2026-09-08T16:27:26.694+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/86a60834-ba64-484d-9658-afa1bc97a957","applyUrl":"https://jobs.ashbyhq.com/ashby/86a60834-ba64-484d-9658-afa1bc97a957/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Doctolib, Alan, Mistral and Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
Nearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base,with well over 100 in France, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.
Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png\")
We are seeking a French-fluent Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) by managing the full sales cycle from pipeline generation through to closed-won.
In this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.
đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.
đ€ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.
âïž You're adept at competitive or evangelical selling in new or established markets.
đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.
đïž You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.
âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
â±ïž You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.
âïž You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.
âïž You are willing to travel at least 25% of the time for customer engagements and events.
đ€ You have 2+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities
đą You have experience selling complex platform technologies in a sales-led GTM motion
đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline
đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and French
đ€ You have sold to Talent or HR personas
âïž Prior B/SDR experience
đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.
đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.
đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.
đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.
đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.
Interview Process
Our interview process is designed so you can showcase your achievements and points of learning and apply those in a practical exercise. We'll provide you with Mid Market Account Executive info so you can develop a well informed perspective on our customer / sales motion. Youâll have opportunities to ask questions of our team throughout.
Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.
Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.
Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Stephanie Maclaurin] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.
Challenge Interview (90 min) - This will be made up of two parts:
Discovery and Demo Role Play (60 min)
Deal Strategy Discussion (30 min)
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
Compelling benefits offerings, location dependent
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
ïżĄ/âŹ100/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)
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Doctolib, Alan, Mistral and Monday.com http://Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nNearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base,with well over 100 in France, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.\n\nAshby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n\n\n\n\nABOUT THIS ROLE\n\nWe are seeking a French-fluent Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - đ€ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.\n\n - âïž You're adept at competitive or evangelical selling in new or established markets.\n\n - đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.\n\n - đïž You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.\n\n - âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - â±ïž You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.\n\n - âïž You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.\n\n - âïž You are willing to travel at least 25% of the time for customer engagements and events.\n\n\nREQUIREMENTS:\n\n - đ€ You have 2+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities\n\n - đą You have experience selling complex platform technologies in a sales-led GTM motion\n\n - đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline\n\n - đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and French\n\n\nBONUS POINTS:\n\n - đ€ You have sold to Talent or HR personas\n\n - âïž Prior B/SDR experience\n\n\n\n\nYOU SHOULDN'T APPLY IF:\n\n - đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.\n\n - đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.\n\n - đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.\n\n - đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.\n\n - đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.\n\n\n\nInterview Process\n\nOur interview process is designed so you can showcase your achievements and points of learning and apply those in a practical exercise. We'll provide you with Mid Market Account Executive info so you can develop a well informed perspective on our customer / sales motion. Youâll have opportunities to ask questions of our team throughout.\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Stephanie Maclaurin https://www.linkedin.com/in/stephanie-maclaurin/] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Compelling benefits offerings, location dependent\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - ïżĄ/âŹ100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n \n \n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"f40ef345-82a8-4956-9150-193b4fdf8183","title":"Senior Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2025-12-05T22:43:22.147+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f40ef345-82a8-4956-9150-193b4fdf8183","applyUrl":"https://jobs.ashbyhq.com/ashby/f40ef345-82a8-4956-9150-193b4fdf8183/application","descriptionHtml":"Hi! đ I'm Chris, head of Product Design at Ashby.
We're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.
Our unique approach is working - we're growing >100% year-over-year and 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, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.
In my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.
We take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.
This principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.
Currently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.
The design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves.
Separate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.
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 âCalendar Tetrisâ 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 theyâre failing and automates or simplifies many of the tasks theyâre 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!).
4+ years of product design experience in desktop SaaS.
Able to think from first principles instead of simply applying the âstandardâ UX processes.
Can break down complex user problems by asking questions that narrow down the solution space.
Enough experience that your intuition can solve many usability problems without having to rely solely on data & metrics or conducting user research.
Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.
Strong skills in layout, navigation, IA, UI, and interaction design.
Strong visual design skills and obsession with craft & details.
As a bonus, you have experience at an early-stage startup or have spent time as a solo designer on a team.
Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!
Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.
Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.
Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.
Helping build our design system from (almost) the ground up.
You feel uncomfortable designing independently without much guidance from a PM or design management.
Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.
You prefer an in-person role over remote (Ashby operates remotely).
You dislike written documentation.
You want a set structure and rhythm to your projects.
PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.
You prefer a narrow job scope - interaction design only, design system only, etc.
Consulting for engineers who need help structuring layout, typography, flows, etc.
Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.
Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.
Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.
Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.
Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.
Consolidating and refining our design system to be functional, aesthetic, and best-in-class.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other:Â
30m introduction call to discuss Ashby and your experience
45m portfolio review
75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions.
2.5hr final round - meet the team + portfolio repeat with a founder
I'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â 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 youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! đ I'm Chris https://www.linkedin.com/in/chkrlee/, head of Product Design at Ashby.\n\nWe're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.\n\nOur unique approach is working - we're growing >100% year-over-year and 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, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.\n\n\n\n\nHOW WE WORK\n\nIn my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers. \n\nWe take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.\n\nThis principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.\n\nCurrently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title. \n\nThe design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves. \n\n\n\nSeparate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.\n\n\n\n\nWHAT WEâRE BUILDING\n\nTalent 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!\n\n\n\nScheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ 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. \n\n\n\nAshby provides talent teams with intelligent and powerful software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre 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!).\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\n\n\n\nYOUR QUALIFICATIONS:\n\n - 4+ years of product design experience in desktop SaaS.\n\n - Able to think from first principles instead of simply applying the âstandardâ UX processes.\n\n - Can break down complex user problems by asking questions that narrow down the solution space.\n\n - Enough experience that your intuition can solve many usability problems without having to rely solely on data & metrics or conducting user research.\n\n - Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.\n\n - Strong skills in layout, navigation, IA, UI, and interaction design.\n\n - Strong visual design skills and obsession with craft & details.\n\n - As a bonus, you have experience at an early-stage startup or have spent time as a solo designer on a team.\n\n\n\n\nYOU MAY WANT TO APPLY IF YOUâRE EXCITED ABOUT:\n\n - Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!\n\n - Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.\n\n - Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.\n\n - Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.\n\n - Helping build our design system from (almost) the ground up.\n\n\nCONVERSELY, YOU MAY NOT WANT TO APPLY IF:\n\n - You feel uncomfortable designing independently without much guidance from a PM or design management.\n\n - Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.\n\n - You prefer an in-person role over remote (Ashby operates remotely).\n\n - You dislike written documentation.\n\n - You want a set structure and rhythm to your projects.\n \n - PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.\n\n - You prefer a narrow job scope - interaction design only, design system only, etc.\n\n\nON A WEEKLY BASIS YOU WILL FIND YOURSELF:\n\n - Consulting for engineers who need help structuring layout, typography, flows, etc.\n\n - Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.\n\n - Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.\n\n - Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.\n\n - Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.\n\n - Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.\n\n - Consolidating and refining our design system to be functional, aesthetic, and best-in-class.\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other: \n\n 1. 30m introduction call to discuss Ashby and your experience\n\n 2. 45m portfolio review\n\n 3. 75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions. \n\n 4. 2.5hr final round - meet the team + portfolio repeat with a founder\n\nI'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"d573471b-2005-482c-9fbf-d1df9550cb57","title":"Engineering Manager - UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}},{"location":"Belfast","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Belfast"}}}],"publishedAt":"2025-04-01T14:39:51.428+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/d573471b-2005-482c-9fbf-d1df9550cb57","applyUrl":"https://jobs.ashbyhq.com/ashby/d573471b-2005-482c-9fbf-d1df9550cb57/application","descriptionHtml":"Hi đ Iâm Colin, Director of Engineering, Europe. How do you feel about software 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 Iâm 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 âthe processâ or because âmore data is needed.â 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. weâre 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. Youâll focus on building your team, their skills to thrive with the ownership theyâre 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 theyâre not on the critical path.
Weâve already gathered an experienced, talented, and collaborative team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.
In addition to working with engineers youâll 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 donât make the final decisions, but youâll 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 theyâre 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. Itâs 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 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 Iâve learned more, Iâve 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 peopleâs 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 everybodyâs 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 couldnât be a manager, Iâd be super happy to be an IC.
Iâm 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 havenât 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 âYah I know everyone is doing that, but we won't because...â
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Engineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre 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 donât 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. Youâve 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.
Youâre good at thinking about product, business, and maybe even design, but youâre 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 shouldnât apply if:
You donât enjoy coding or donât find time to stay up-to-date on technology.
Youâve 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.
Youâre 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.
Our engineering culture is motivated by Abhik and Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together. Our interview process is six interviews in the following order:
Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.
Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.
Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.
Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.
Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.
I will be your main point of contact and prepare you for interviews. If we donât give an offer, weâll provide feedback!
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Director of Engineering, Europe. How do you feel about software 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 Iâm looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.\n\nTo 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 âthe processâ or because âmore data is needed.â 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.\n\nWhen 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. weâre 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).\n\nTo 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. Youâll focus on building your team, their skills to thrive with the ownership theyâre 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 theyâre not on the critical path.\n\nWeâve already gathered an experienced, talented, and collaborative team https://www.ashbyhq.com/team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.\n\nIn addition to working with engineers youâll also get to work on projects yourselves. Some examples of work our engineering leaders have done:\n\n - Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - 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 theyâre driving.\n\n - 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).\n\n - Improve how we generate and simulate data in demo accounts. Itâs 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.\n \n  \n\n\nWHY BE A MANAGER?\n\nI 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.\n\nSince then, as Iâve learned more, Iâve 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 peopleâs 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 everybodyâs 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.\n\nDespite 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 couldnât be a manager, Iâd be super happy to be an IC.\n\nIâm 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.\n\nIt can be hard to find seasoned engineering leaders who havenât 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 âYah I know everyone is doing that, but we won't because...â\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nEngineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre looking for:\n\n - You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.\n\n - 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\n\n - You hold your team to a high standard and donât shy away from getting into the details and giving feedback, even to the best folks on your team.\n\n - 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. \n\n - You know what exceptional engineers look like. Youâve 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.\n\n - Youâre good at thinking about product, business, and maybe even design, but youâre not interested in calling the shots and are more interested in building a team that can make the best decisions without you.\n\n - 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.\n \n  \n\nPut another way, you shouldnât apply if:\n\n - You donât enjoy coding or donât find time to stay up-to-date on technology.\n\n - Youâve gotten into management because it was the only growth path available\n\n - You want to make all the product decisions instead of empowering your team to make those calls.\n\n - 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.\n\n - A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.\n\n - Youâre 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.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together. Our interview process is six interviews in the following order: \n\n 1. Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.\n\n 2. Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.\n\n 3. Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.\n\n 4. Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.\n\n 5. Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.\n\nI will be your main point of contact and prepare you for interviews. If we donât give an offer, weâll provide feedback!\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"7e4e8a93-c35d-43c1-a739-c53aba8b682f","title":"Enterprise Account Executive - DACH","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Germany","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}}],"publishedAt":"2026-07-27T14:29:07.354+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7e4e8a93-c35d-43c1-a739-c53aba8b682f","applyUrl":"https://jobs.ashbyhq.com/ashby/7e4e8a93-c35d-43c1-a739-c53aba8b682f/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Bolt, Statista, Neura Robotics and Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
Nearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base, with well over 100 in the DACH region, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.
Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
TA tools in the Enterprise represent a huge market opportunity, a $1B+ TAM, and the incumbents are legacy players. We are displacing a collection of tools (ATS, Sourcing & CRM, Scheduling, Analytics, Offers & Approvals) with a consolidated talent suite. This is a proven playbook that Workday used to win the HCM market as customers realize value in a multitude of ways.
We are seeking a German-fluent Enterprise Account Executive to help us win Enterprise (1,000+ employees) accounts by managing the full sales cycle from pipeline generation through to closed-won.
In this role, you'll focus on new logo acquisition. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ° You have strong track record in Enterprise SaaS sales, having closed many $100k sales, and overachieved $1M+ quotas consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.
đŻ You are proactive in identifying and pursuing new business opportunities, and comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.
đ» You can confidently deliver micro-demos before engaging your SE partners. You can't imagine not being fluent in the product you sell.
đ§ You are highly skilled at discovery. You believe in preparation to establish a point of view, and through discovery validate or refine your perspective to identify a project's business drivers aligned to executive priorities.
đ€ You have strong business acumen. You quickly connect the dots between technical problems and their downstream business impacts. You craft compelling business cases with this context.
âïž You're adept at competitive or evangelical selling in new or established markets.
đïž You skillfully guide prospects through the evaluationâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.
đ€ You enjoy becoming an expert and tailoring discussions to address each prospectâs unique challenges.
âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
đ Your peers describe you as detail oriented. You write and send crisp follow-up emails, on time. You also take pride in internal operations, like real-time CRM updates. (We use HubSpot, Gong, Chili Piper and Apollo.)
âïž You are willing to travel at least 25% of the time for customer engagements and events.
đ€ You have 5+ years of full-cycle closing experience and have closed many >$100,000 ACV opportunities
đą You have experience selling complex platform technologies in a sales-led GTM motion
đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline
đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German
đ€ You have experience selling to Talent or People leaders
đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.
đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.
đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.
đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.
đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.
Our interview process is thorough â 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 (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.
Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.
Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Casper Bergmans] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.
Challenge Interview (90 min) - This will be made up of two parts:
Discovery and Demo Role Play (60 min)
Deal Strategy Discussion (30 min)
Compelling benefits offerings, location dependent
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
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.
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Bolt, Statista, Neura Robotics and Monday.com http://Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nNearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base, with well over 100 in the DACH region, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.\n\nAshby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n\n\n\n\nABOUT THIS ROLE\n\nTA tools in the Enterprise represent a huge market opportunity, a $1B+ TAM, and the incumbents are legacy players. We are displacing a collection of tools (ATS, Sourcing & CRM, Scheduling, Analytics, Offers & Approvals) with a consolidated talent suite. This is a proven playbook that Workday used to win the HCM market as customers realize value in a multitude of ways.\n\nWe are seeking a German-fluent Enterprise Account Executive to help us win Enterprise (1,000+ employees) accounts by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Enterprise SaaS sales, having closed many $100k sales, and overachieved $1M+ quotas consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - đ» You can confidently deliver micro-demos before engaging your SE partners. You can't imagine not being fluent in the product you sell.\n\n - đ§ You are highly skilled at discovery. You believe in preparation to establish a point of view, and through discovery validate or refine your perspective to identify a project's business drivers aligned to executive priorities.\n\n - đ€ You have strong business acumen. You quickly connect the dots between technical problems and their downstream business impacts. You craft compelling business cases with this context.\n\n - âïž You're adept at competitive or evangelical selling in new or established markets.\n\n - đïž You skillfully guide prospects through the evaluationâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.\n\n - đ€ You enjoy becoming an expert and tailoring discussions to address each prospectâs unique challenges.\n\n - âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - đ Your peers describe you as detail oriented. You write and send crisp follow-up emails, on time. You also take pride in internal operations, like real-time CRM updates. (We use HubSpot, Gong, Chili Piper and Apollo.)\n\n - âïž You are willing to travel at least 25% of the time for customer engagements and events.\n\n\nREQUIREMENTS:\n\n - đ€ You have 5+ years of full-cycle closing experience and have closed many >$100,000 ACV opportunities\n\n - đą You have experience selling complex platform technologies in a sales-led GTM motion\n\n - đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline\n\n - đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German\n\n\nBONUS POINTS:\n\n - đ€ You have experience selling to Talent or People leaders\n\n\n\n\nYOU SHOULDN'T APPLY IF:\n\n - đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.\n\n - đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.\n\n - đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.\n\n - đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.\n\n - đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Casper Bergmans https://www.linkedin.com/in/ashbyemea/] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - Compelling benefits offerings, location dependent\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258","title":"Engineering Manager - Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2025-11-13T23:05:17.459+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258","applyUrl":"https://jobs.ashbyhq.com/ashby/5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258/application","descriptionHtml":"Hi đđŸ, Iâm Abhik, Ashbyâs Co-Founder and VP of Engineering. Weâre looking for a great (former) engineer who built impressive products and now builds teams of great engineers. Ashbyâs success and ambition mean weâre 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, youâve found the right place.
As an Engineering Manager, youâll work closely with me, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.
Youâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll 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 donât make the final decisions, but youâll 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).
Youâll 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. Itâs 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.
Iâll share more details once we meet.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
You donât enjoy coding or donât 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 youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs 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 donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.
Youâre 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.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with Ben (30m, live)
A technical screen where you and Ben pair in our actual codebase (1h, live)
An interview with Ben to explore your past experience as a leader (1h, live)
Interview with Abhik, VP of Engineering (45m, live)
Interview with Colin, Head of Engineering EMEA (30m, live)
Final round where you meet Engineers and other Engineering Managers (90m, live)
Depending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.
This is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.
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! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ, Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashbyâs Co-Founder and VP of Engineering. Weâre looking for a great (former) engineer who built impressive products and now builds teams of great engineers. Ashbyâs success and ambition mean weâre doubling the Engineering team in the next year, and we need your experience and leadership to do it thoughtfully.\n\nOur 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.\n\nA 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, youâve found the right place.\n\nAs an Engineering Manager, youâll work closely with me, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.\n\nYouâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:\n\n - Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.\n\n - 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).\n\nYouâll also propose and lead department and company-wide initiatives. Some examples:\n\n - 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.\n\n - Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!\n\n - Improve how we generate and simulate data in demo accounts. Itâs 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.\n\nIâll share more details once we meet.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\n - You donât enjoy coding or donât 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.\n\n - You follow the rules and accept the hand youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs within their own team or across departments.\n\n - You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!).\n\n - 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.\n\n - To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.\n\n - Youâre 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.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nThis is an important role and our interview process reflects that both in challenge and length (5h 15m):\n\n 1. Introduction call with Ben (30m, live)\n\n 2. A technical screen where you and Ben pair in our actual codebase (1h, live)\n\n 3. An interview with Ben to explore your past experience as a leader (1h, live)\n\n 4. Interview with Abhik, VP of Engineering (45m, live)\n\n 5. Interview with Colin, Head of Engineering EMEA (30m, live)\n\n 6. Final round where you meet Engineers and other Engineering Managers (90m, live)\n\nDepending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.\n\nThis is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.\n\n \n\n\nYOUR FIRST SIX MONTHS AT ASHBY\n\nYour 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! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll be able to push your first product change on day one.\n\nYou 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.\n\nThis role will initially report to me, but may report to Ben, our Director of Engineering, over time.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"695b1ce6-c375-4fad-94ef-61b50a3fbd28","title":"Engineering Manager - Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2025-11-13T23:04:14.276+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/695b1ce6-c375-4fad-94ef-61b50a3fbd28","applyUrl":"https://jobs.ashbyhq.com/ashby/695b1ce6-c375-4fad-94ef-61b50a3fbd28/application","descriptionHtml":"Hi đđŸ, Iâm Abhik, Ashbyâs Co-Founder and VP of Engineering. Weâre looking for a great (former) engineer who built impressive products and now builds teams of great engineers. Ashbyâs success and ambition mean weâre 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, youâve found the right place.
As an Engineering Manager, youâll work closely with me, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.
Youâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll 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 donât make the final decisions, but youâll 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).
Youâll 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. Itâs 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.
Iâll share more details once we meet.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
You donât enjoy coding or donât 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 youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs 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 donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.
Youâre 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.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with Ben (30m, live)
A technical screen where you and Ben pair in our actual codebase (1h, live)
An interview with Ben to explore your past experience as a leader (1h, live)
Interview with Abhik, VP of Engineering (45m, live)
Interview with Colin, Head of Engineering EMEA (30m, live)
Final round where you meet Engineers and other Engineering Managers (90m, live)
Depending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.
This is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.
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! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ, Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashbyâs Co-Founder and VP of Engineering. Weâre looking for a great (former) engineer who built impressive products and now builds teams of great engineers. Ashbyâs success and ambition mean weâre doubling the Engineering team in the next year, and we need your experience and leadership to do it thoughtfully.\n\nOur 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.\n\nA 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, youâve found the right place.\n\nAs an Engineering Manager, youâll work closely with me, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.\n\nYouâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:\n\n - Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.\n\n - 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).\n\nYouâll also propose and lead department and company-wide initiatives. Some examples:\n\n - 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.\n\n - Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!\n\n - Improve how we generate and simulate data in demo accounts. Itâs 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.\n\nIâll share more details once we meet.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n\n\n\nWHY YOU SHOULDNâT APPLY\n\n - You donât enjoy coding or donât 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.\n\n - You follow the rules and accept the hand youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs within their own team or across departments.\n\n - You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!).\n\n - 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.\n\n - To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.\n\n - Youâre 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.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nThis is an important role and our interview process reflects that both in challenge and length (5h 15m):\n\n 1. Introduction call with Ben (30m, live)\n\n 2. A technical screen where you and Ben pair in our actual codebase (1h, live)\n\n 3. An interview with Ben to explore your past experience as a leader (1h, live)\n\n 4. Interview with Abhik, VP of Engineering (45m, live)\n\n 5. Interview with Colin, Head of Engineering EMEA (30m, live)\n\n 6. Final round where you meet Engineers and other Engineering Managers (90m, live)\n\nDepending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.\n\nThis is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.\n\n\n\n\nYOUR FIRST SIX MONTHS AT ASHBY\n\nYour 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! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll be able to push your first product change on day one.\n\nYou 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.\n\nThis role will initially report to me, but may report to Ben, our Director of Engineering, over time.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a","title":"Staff Design Engineer - Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2025-11-14T01:04:25.832+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a","applyUrl":"https://jobs.ashbyhq.com/ashby/cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n\n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n\n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe 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.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n\n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"97c6542c-7ff9-43e5-ac54-b77b45fc7378","title":"Staff Design Engineer - Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2025-11-13T22:59:40.371+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/97c6542c-7ff9-43e5-ac54-b77b45fc7378","applyUrl":"https://jobs.ashbyhq.com/ashby/97c6542c-7ff9-43e5-ac54-b77b45fc7378/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"6a15668c-3f98-4404-8f1f-927cddfc5af7","title":"Staff Product Engineer - Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2026-04-30T22:46:28.314+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/6a15668c-3f98-4404-8f1f-927cddfc5af7","applyUrl":"https://jobs.ashbyhq.com/ashby/6a15668c-3f98-4404-8f1f-927cddfc5af7/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"272bc3f4-5af6-4c14-b797-a424b62d306c","title":"Senior Product Engineer - Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}}],"publishedAt":"2026-04-30T22:46:21.621+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/272bc3f4-5af6-4c14-b797-a424b62d306c","applyUrl":"https://jobs.ashbyhq.com/ashby/272bc3f4-5af6-4c14-b797-a424b62d306c/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"751768c6-8d97-4e91-a57d-6b85ce4b5a37","title":"Senior Product Engineer - Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2026-04-30T22:46:14.287+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/751768c6-8d97-4e91-a57d-6b85ce4b5a37","applyUrl":"https://jobs.ashbyhq.com/ashby/751768c6-8d97-4e91-a57d-6b85ce4b5a37/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe 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.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"55078a90-f1f0-4190-9d2a-c14d1cbc5486","title":"Product Support Specialist - Australia","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Australia","secondaryLocations":[],"publishedAt":"2026-02-20T17:26:27.704+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/55078a90-f1f0-4190-9d2a-c14d1cbc5486","applyUrl":"https://jobs.ashbyhq.com/ashby/55078a90-f1f0-4190-9d2a-c14d1cbc5486/application","descriptionHtml":"Hello! Iâm Joseph, a Support Manager at Ashby. I'm excited to share that we're hiring a Product Support Specialist in the APAC region, specifically in Australia đ.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe 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 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45 Minutes
Skills Fit Interview - 45 Minutes
Team Insights Interview + Hiring Manager Closing Questions - 30 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Generous paid family leave.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! Iâm Joseph, a Support Manager at Ashby. I'm excited to share that we're hiring a Product Support Specialist in the APAC region, specifically in Australia đ.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n \n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n \n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n \n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe 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:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45 Minutes\n\n - Skills Fit Interview - 45 Minutes\n\n - Team Insights Interview + Hiring Manager Closing Questions - 30 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n \n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"b64e1498-04ae-4747-8930-a42d4ce6c047","title":"Product Support Specialist - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-02-20T13:14:50.065+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/b64e1498-04ae-4747-8930-a42d4ce6c047","applyUrl":"https://jobs.ashbyhq.com/ashby/b64e1498-04ae-4747-8930-a42d4ce6c047/application","descriptionHtml":"Hello! We're Jason and Charlie, Support Managers at Ashby. Weâre excited to share that we're hiring Product Support Specialists in North America.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe 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 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45 Minutes
Skills Fit Interview - 45 Minutes
Team Insights Interview + Hiring Manager Closing Questions - 30 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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 youâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! We're Jason and Charlie, Support Managers at Ashby. Weâre excited to share that we're hiring Product Support Specialists in North America.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n \n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n \n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n \n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe 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:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45 Minutes\n\n - Skills Fit Interview - 45 Minutes\n\n - Team Insights Interview + Hiring Manager Closing Questions - 30 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n \n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"3b9b0141-86e7-46b2-b6b4-ed039b84cdc4","title":"Senior Software Engineer, Product Engineering - EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2026-04-30T19:45:44.774+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/3b9b0141-86e7-46b2-b6b4-ed039b84cdc4","applyUrl":"https://jobs.ashbyhq.com/ashby/3b9b0141-86e7-46b2-b6b4-ed039b84cdc4/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"c3c7125d-7883-4dff-a2bf-f5a55de4a364","title":"Staff Software Engineer, Product Engineering - EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2026-04-30T19:45:51.749+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/c3c7125d-7883-4dff-a2bf-f5a55de4a364","applyUrl":"https://jobs.ashbyhq.com/ashby/c3c7125d-7883-4dff-a2bf-f5a55de4a364/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"0020099f-9bb3-4da9-9808-4556564f5301","title":"Staff Software Engineer, Product Engineering - UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2026-04-30T19:45:49.508+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/0020099f-9bb3-4da9-9808-4556564f5301","applyUrl":"https://jobs.ashbyhq.com/ashby/0020099f-9bb3-4da9-9808-4556564f5301/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"472eef28-6e52-43b4-9bff-9113522890f5","title":"Senior Software Engineer, Product Engineering - UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2026-04-30T19:45:47.450+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/472eef28-6e52-43b4-9bff-9113522890f5","applyUrl":"https://jobs.ashbyhq.com/ashby/472eef28-6e52-43b4-9bff-9113522890f5/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"fa001346-ea81-41b2-bfbe-2271d3faac1a","title":"Staff Platform Engineer - EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}}},{"location":"Norway","address":{"postalAddress":{"addressRegion":"","addressCountry":"Norway","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2025-11-14T00:13:11.459+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fa001346-ea81-41b2-bfbe-2271d3faac1a","applyUrl":"https://jobs.ashbyhq.com/ashby/fa001346-ea81-41b2-bfbe-2271d3faac1a/application","descriptionHtml":"Weâre looking for a curious, rigorous, problem-hungry platform software 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, youâre an engineer who wants to build a âpaved roadâ 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. Weâll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role đ .
Hi đ Iâm Colin, Head of EMEA Engineering. Iâve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name theyâve worn (SRE, infrastructure, platform, etc). Iâve 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. Weâre 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, Iâve learned thereâs a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, youâll 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 donât put roadblocks to ensure security when common sense will do and we donât 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.
Weâre at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact â 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 donât believe in spinning up a new service unless necessary!) for our growing product team to build in. Thatâs 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.
Weâre 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 a platform engineer in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
You should apply if:
You never stop. You get weirdly obsessed about a problem that doesnât yet make sense, turn it every which way in your head until the explanation dawns. Youâll search every rock, inventory every clue, hunt every mismatch. We do that, too - together weâll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure.
You donât take shortcuts. Youâre 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.
Youâre someone who cares about what you do and the team you do it with, and want to work with others who do as well. Youâll be on interview panels choosing your next colleagues, and youâll take that seriously. You only want to work with people who make you better, and want to make you better.
Youâve 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.
Youâre a Swiss army knife (all nationalities welcome ;) ). Youâll get every hard problem the company faces. Youâll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesnât work. You probably donât 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 isnât to everyoneâs tastes! You should not apply if:
You donât 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 theyâre 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 donât want to code. Our Platform Engineers 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. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby Platform Engineer, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
Youâve 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 itâs worthwhile
Our engineering culture is motivated by Abhik and Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât 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.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform software 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, youâre an engineer who wants to build a âpaved roadâ that excellent engineering teams can safely take to the moon and back.\n\nWe 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. Weâll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role đ .\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nHi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Head of EMEA Engineering. Iâve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name theyâve worn (SRE, infrastructure, platform, etc). Iâve 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.\n\nOur infrastructure is in a good place for now. Nothing is static. Ashby continues to grow rapidly, putting strain on our existing infrastructure. Weâre always looking to give our customers more powerful hiring software, and building new product features often requires new pieces of infrastructure.\n\nHaving herded plenty of snowflakeservers in the past, Iâve learned thereâs a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, youâll 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 donât put roadblocks to ensure security when common sense will do and we donât 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.\n\nWeâre at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact â 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 donât believe in spinning up a new service unless necessary!) for our growing product team to build in. Thatâs 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:\n\n - Optimize our homegrown ultra-dynamic recruiting DSL-to-SQL compiler https://www.loom.com/share/32c0cc3eedf2450fb66a901b76186ce4, and create tools to help developers do so\n\n - Create automated guardrails for the security and privacy of our customer data\n\n - Help our developers ship features fast through canary deploys, gradual rollouts and feature flags, while keeping complexity manageable and reducing downtime\n\n - Work with the business and the engineering team to define SLOs and implement the corresponding SLIs.\n\n - Ensure all communication with external services supports retries and circuit-breakers.\n\n - Implement the infrastructure to support an event-driven architecture and data warehouse.\n\nWeâre 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 a platform engineer in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nYou should apply if:\n\n - You never stop. You get weirdly obsessed about a problem that doesnât yet make sense, turn it every which way in your head until the explanation dawns. Youâll search every rock, inventory every clue, hunt every mismatch. We do that, too - together weâll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure.\n\n - You donât take shortcuts. Youâre 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.\n\n - Youâre someone who cares about what you do and the team you do it with, and want to work with others who do as well. Youâll be on interview panels choosing your next colleagues, and youâll take that seriously. You only want to work with people who make you better, and want to make you better.\n\n - Youâve 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.\n\n - Youâre a Swiss army knife (all nationalities welcome ;) ). Youâll get every hard problem the company faces. Youâll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesnât work. You probably donât feel like an expert at at least some of that... and that appeals to you.\n\nAll that makes for a pretty specific kind of role, and the job isnât to everyoneâs tastes! You should not apply if:\n\n - You donât 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 theyâre made, but you ship what you want to build and are accountable for it.\n\n - 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.\n\n - You donât want to code. Our Platform Engineers 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.\n\n - Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby Platform Engineer, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.\n\n - Youâve 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 itâs worthwhile\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\nWe 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.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you \n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"87b96eef-edc1-4de4-adb6-d460126d02f8","title":"Staff Design Engineer - EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Portugal","secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2025-11-13T23:43:02.608+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Portugal"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/87b96eef-edc1-4de4-adb6-d460126d02f8","applyUrl":"https://jobs.ashbyhq.com/ashby/87b96eef-edc1-4de4-adb6-d460126d02f8/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"306a353b-aab5-49d6-a711-a77aa0f5a660","title":"Staff Design Engineer - UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2025-11-13T23:42:08.067+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/306a353b-aab5-49d6-a711-a77aa0f5a660","applyUrl":"https://jobs.ashbyhq.com/ashby/306a353b-aab5-49d6-a711-a77aa0f5a660/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"448baa35-cd72-468a-bcab-51dd55b7a275","title":"Staff Product Engineer - Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}}],"publishedAt":"2026-04-30T22:47:17.221+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/448baa35-cd72-468a-bcab-51dd55b7a275","applyUrl":"https://jobs.ashbyhq.com/ashby/448baa35-cd72-468a-bcab-51dd55b7a275/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.
What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.
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. Weâll share more details once we meet.
Youâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
We read every application and aim to respond to yours within 3-4 days (often sooner).
Our engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.
I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.
I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.
At Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:
Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.
Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.
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 (TA) 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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:
Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).
Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.
You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.
You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).
Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!
You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.
Put another way, you shouldnât apply if:
To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.
You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.
You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for a versatile, persistent product engineer whoâs not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. Weâll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on.\n\nWhat Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.\n\nWe 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. Weâll share more details once we meet.\n\nYouâve probably seen this role posted before, and itâs because weâre always expanding the team (weâre on track to double Engineering this year). Weâre bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products https://www.ashbyhq.com/add-ons/people-workflows to expand our total addressable market and become a company worth $60B+.\n\nWe read every application and aim to respond to yours within 3-4 days (often sooner).\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey. \n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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 (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. \n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"ae720f13-ad8b-4fdd-a8c3-5625bdc83a33","title":"Staff Platform Engineer - UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}},{"location":"Belfast","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Belfast"}}}],"publishedAt":"2025-11-14T00:15:23.214+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/ae720f13-ad8b-4fdd-a8c3-5625bdc83a33","applyUrl":"https://jobs.ashbyhq.com/ashby/ae720f13-ad8b-4fdd-a8c3-5625bdc83a33/application","descriptionHtml":"Weâre looking for a curious, rigorous, problem-hungry platform software 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, youâre an engineer who wants to build a âpaved roadâ 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. Weâll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role đ .
Hi đ Iâm Colin, Head of EMEA Engineering. Iâve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name theyâve worn (SRE, infrastructure, platform, etc). Iâve 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. Weâre 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, Iâve learned thereâs a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, youâll 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 donât put roadblocks to ensure security when common sense will do and we donât 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.
Weâre at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact â 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 donât believe in spinning up a new service unless necessary!) for our growing product team to build in. Thatâs 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.
Weâre 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 a platform engineer in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
You should apply if:
You never stop. You get weirdly obsessed about a problem that doesnât yet make sense, turn it every which way in your head until the explanation dawns. Youâll search every rock, inventory every clue, hunt every mismatch. We do that, too - together weâll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure.
You donât take shortcuts. Youâre 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.
Youâre someone who cares about what you do and the team you do it with, and want to work with others who do as well. Youâll be on interview panels choosing your next colleagues, and youâll take that seriously. You only want to work with people who make you better, and want to make you better.
Youâve 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.
Youâre a Swiss army knife (all nationalities welcome ;) ). Youâll get every hard problem the company faces. Youâll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesnât work. You probably donât 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 isnât to everyoneâs tastes! You should not apply if:
You donât 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 theyâre 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 donât want to code. Our Platform Engineers 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. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby Platform Engineer, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
Youâve 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 itâs worthwhile
Our engineering culture is motivated by Abhik and Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât 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.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform software 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, youâre an engineer who wants to build a âpaved roadâ that excellent engineering teams can safely take to the moon and back.\n\nWe 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. Weâll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role đ .\n\n \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nHi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Head of EMEA Engineering. Iâve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name theyâve worn (SRE, infrastructure, platform, etc). Iâve 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.\n\nOur infrastructure is in a good place for now. Nothing is static. Ashby continues to grow rapidly, putting strain on our existing infrastructure. Weâre always looking to give our customers more powerful hiring software, and building new product features often requires new pieces of infrastructure.\n\nHaving herded plenty of snowflakeservers in the past, Iâve learned thereâs a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, youâll 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 donât put roadblocks to ensure security when common sense will do and we donât 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.\n\nWeâre at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact â 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 donât believe in spinning up a new service unless necessary!) for our growing product team to build in. Thatâs 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:\n\n - Optimize our homegrown ultra-dynamic recruiting DSL-to-SQL compiler https://www.loom.com/share/32c0cc3eedf2450fb66a901b76186ce4, and create tools to help developers do so\n\n - Create automated guardrails for the security and privacy of our customer data\n\n - Help our developers ship features fast through canary deploys, gradual rollouts and feature flags, while keeping complexity manageable and reducing downtime\n\n - Work with the business and the engineering team to define SLOs and implement the corresponding SLIs.\n\n - Ensure all communication with external services supports retries and circuit-breakers.\n\n - Implement the infrastructure to support an event-driven architecture and data warehouse.\n\nWeâre 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 a platform engineer in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nYou should apply if:\n\n - You never stop. You get weirdly obsessed about a problem that doesnât yet make sense, turn it every which way in your head until the explanation dawns. Youâll search every rock, inventory every clue, hunt every mismatch. We do that, too - together weâll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure.\n\n - You donât take shortcuts. Youâre 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.\n\n - Youâre someone who cares about what you do and the team you do it with, and want to work with others who do as well. Youâll be on interview panels choosing your next colleagues, and youâll take that seriously. You only want to work with people who make you better, and want to make you better.\n\n - Youâve 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.\n\n - Youâre a Swiss army knife (all nationalities welcome ;) ). Youâll get every hard problem the company faces. Youâll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesnât work. You probably donât feel like an expert at at least some of that... and that appeals to you.\n\nAll that makes for a pretty specific kind of role, and the job isnât to everyoneâs tastes! You should not apply if:\n\n - You donât 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 theyâre made, but you ship what you want to build and are accountable for it.\n\n - 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.\n\n - You donât want to code. Our Platform Engineers 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.\n\n - Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby Platform Engineer, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.\n\n - Youâve 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 itâs worthwhile\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\nWe 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.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you \n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"51061458-3a38-4bea-84f4-7ea0ac3e417f","title":"Product Support Specialist - EMEA","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Madrid","address":{"postalAddress":{"addressRegion":"Madrid","addressCountry":"Spain","addressLocality":"Madrid"}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}}],"publishedAt":"2026-02-20T21:10:00.884+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/51061458-3a38-4bea-84f4-7ea0ac3e417f","applyUrl":"https://jobs.ashbyhq.com/ashby/51061458-3a38-4bea-84f4-7ea0ac3e417f/application","descriptionHtml":"Hello! We're Barry and Harrison, Support Managers at Ashby. We're excited to share that we're hiring Product Support Specialists in Europe.
Please note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe 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 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45 Minutes
Skills Fit Interview - 45 Minutes
Team Insights Interview + Hiring Manager Closing Questions - 40 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! We're Barry and Harrison, Support Managers at Ashby. We're excited to share that we're hiring Product Support Specialists in Europe. \n\nPlease note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n\n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe 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:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45 Minutes\n\n - Skills Fit Interview - 45 Minutes\n\n - Team Insights Interview + Hiring Manager Closing Questions - 40 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"a6b309d5-fa4b-42b9-a1a2-653a882a5e60","title":"Senior Strategic Implementation Specialist - Americas (PST)","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-08-14T17:03:06.669+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/a6b309d5-fa4b-42b9-a1a2-653a882a5e60","applyUrl":"https://jobs.ashbyhq.com/ashby/a6b309d5-fa4b-42b9-a1a2-653a882a5e60/application","descriptionHtml":"Hi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs 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. Iâm thrilled to be hiring our next Implementation Specialist, specifically in the PST time zone. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.
As our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs 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:Â 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; youâre the customerâs 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 donât rely on âIâve seen this done,â 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:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ 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.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.
đ You are data-driven. You use metrics and analytics to inform decisions and measure success.
đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.
đ§âđ« 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 are not located in the Pacific Time Zone.
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).
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) - weâll get into these and other values during the hiring process.
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
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"SENIOR STRATEGIC IMPLEMENTATION SPECIALIST, AMERICAS (PST)\n\nHi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs 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. Iâm thrilled to be hiring our next Implementation Specialist, specifically in the PST time zone. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs 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.\n\nRole requirements:\n\n - 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.\n\n - 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.\n\n - 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; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ 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.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.\n\n - đ You are data-driven. You use metrics and analytics to inform decisions and measure success.\n\n - đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.\n\n - đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help our customers grow.\n\nYou might not be a great fit if:\n\n - You are not located in the Pacific Time Zone. \n\n - You prefer an in-person role over remote.\n\n - You are less interested in customer-facing roles that require both technical and interpersonal skills.\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n\nOUR PHILOSOPHY\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - 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.\n\n - 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) - weâll get into these and other values during the hiring process.\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Hiring Manager\n\n - 60 min- Mock Call with 2 Implementation Specialists\n\n - Final Round:\n \n - 30 min - Customer Adoption with Head of Dedicated CS & one of our Strategic CSMs\n \n - 30 min - Interview with VP of Customer Success & Head of PS\n \n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"033ce772-ed08-4a59-bb52-4ff0eaac9bcd","title":"Product Support Specialist - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Singapore","secondaryLocations":[{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Philippines","address":{"postalAddress":{"addressRegion":"","addressCountry":"Philippines","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-02-20T17:24:56.798+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/033ce772-ed08-4a59-bb52-4ff0eaac9bcd","applyUrl":"https://jobs.ashbyhq.com/ashby/033ce772-ed08-4a59-bb52-4ff0eaac9bcd/application","descriptionHtml":"đ Hello! Iâm Joseph, a Support Manager at Ashby. I'm excited to share that we're hiring Product Support Specialists in the APAC region đ.
Please note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application. This position will cover a day shift.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe 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 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45 Minutes
Skills Fit Interview - 45 Minutes
Team Insights Interview + Hiring Manager Closing Questions - 30 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Generous paid family leave.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"đ Hello! Iâm Joseph, a Support Manager at Ashby. I'm excited to share that we're hiring Product Support Specialists in the APAC region đ.\n\nPlease note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application. This position will cover a day shift.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n\n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe 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:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45 Minutes\n\n - Skills Fit Interview - 45 Minutes\n\n - Team Insights Interview + Hiring Manager Closing Questions - 30 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"3d0ffda4-696a-4c4e-bee5-d7f4f441c3c3","title":"Senior Strategic Implementation Specialist - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}}],"publishedAt":"2026-09-04T21:23:07.727+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/3d0ffda4-696a-4c4e-bee5-d7f4f441c3c3","applyUrl":"https://jobs.ashbyhq.com/ashby/3d0ffda4-696a-4c4e-bee5-d7f4f441c3c3/application","descriptionHtml":"Hi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs 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. Iâm thrilled to be hiring our next Implementation Specialist. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.
As our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs 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 are adept at understanding customer needs and tailoring implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs 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 donât rely on âIâve seen this done,â 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:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ 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.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.
đ You are data-driven. You use metrics and analytics to inform decisions and measure success.
đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.
đ§âđ« 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).
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) - weâll get into these and other values during the hiring process.
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 Morgan (Hiring Manager) + Head of Professional Services
60 min- Mock Call with 2 Implementation Specialists
Final Round:
30 min - Customer Adoption with Head of Dedicated Customer Success & one of our Strategic CSMs
30 min - Interview with VP of Customer Success
10 min - Closing Questions with Hiring Manager
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"SENIOR STRATEGIC IMPLEMENTATION SPECIALIST\n\nHi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs 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. Iâm thrilled to be hiring our next Implementation Specialist. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs 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.\n\nRole requirements:\n\n - 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.\n\n - 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.\n\n - Customer Centricity: You are adept at understanding customer needs and tailoring implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ 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.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.\n\n - đ You are data-driven. You use metrics and analytics to inform decisions and measure success.\n\n - đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.\n\n - đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help our customers grow.\n\nYou might not be a great fit if:\n\n - You prefer an in-person role over remote.\n\n - You are less interested in customer-facing roles that require both technical and interpersonal skills.\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n\nOUR PHILOSOPHY\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - 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.\n\n - 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) - weâll get into these and other values during the hiring process.\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Morgan (Hiring Manager) + Head of Professional Services\n\n - 60 min- Mock Call with 2 Implementation Specialists\n\n - Final Round:\n \n - 30 min - Customer Adoption with Head of Dedicated Customer Success & one of our Strategic CSMs\n \n - 30 min - Interview with VP of Customer Success\n \n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"fe44e5a8-1b61-4330-a02d-7f7b66f5ade2","title":"Senior Strategic Implementation Specialist - Americas (EST)","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-08-14T17:03:04.184+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fe44e5a8-1b61-4330-a02d-7f7b66f5ade2","applyUrl":"https://jobs.ashbyhq.com/ashby/fe44e5a8-1b61-4330-a02d-7f7b66f5ade2/application","descriptionHtml":"Hi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs 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. Iâm thrilled to be hiring our next Implementation Specialist, specifically in the EST time zone. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.
As our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs 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:Â 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; youâre the customerâs 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 donât rely on âIâve seen this done,â 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:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ 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.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.
đ You are data-driven. You use metrics and analytics to inform decisions and measure success.
đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.
đ§âđ« 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 are not located in the Eastern Time Zone.
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).
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) - weâll get into these and other values during the hiring process.
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
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"SENIOR STRATEGIC IMPLEMENTATION SPECIALIST, AMERICAS (EST)\n\nHi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs 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. Iâm thrilled to be hiring our next Implementation Specialist, specifically in the EST time zone. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs 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.\n\nRole requirements:\n\n - 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.\n\n - 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.\n\n - 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; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ 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.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.\n\n - đ You are data-driven. You use metrics and analytics to inform decisions and measure success.\n\n - đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.\n\n - đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help our customers grow.\n\nYou might not be a great fit if:\n\n - You are not located in the Eastern Time Zone. \n\n - You prefer an in-person role over remote.\n\n - You are less interested in customer-facing roles that require both technical and interpersonal skills.\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n\nOUR PHILOSOPHY\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - 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.\n\n - 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) - weâll get into these and other values during the hiring process.\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Hiring Manager\n\n - 60 min- Mock Call with 2 Implementation Specialists\n\n - Final Round:\n \n - 30 min - Customer Adoption with Head of Dedicated CS & one of our Strategic CSMs\n \n - 30 min - Interview with VP of Customer Success & Head of PS\n \n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"92f723a8-6fb1-4314-a311-8fcf25ea286b","title":"Mid Market Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}}],"publishedAt":"2026-08-12T00:58:25.441+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/92f723a8-6fb1-4314-a311-8fcf25ea286b","applyUrl":"https://jobs.ashbyhq.com/ashby/92f723a8-6fb1-4314-a311-8fcf25ea286b/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby including Shopify, Snowflake, OpenAI, Bolt, and Notion, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
We have, in just a few years, replaced incumbents Greenhouse and Lever more than 500 times each, clear evidence of strong product-market fit and a meaningful opportunity to help modern teams move beyond legacy recruiting software. Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space.
And the market opportunity is growing. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
You will help us win Mid-Market accounts in the Pacific and Central time zones by managing the full sales cycle from pipeline generation through to closed-won. In this role, you'll primarily focus on new logo acquisition, while also covering a smaller number of existing business accounts for expansion and upsell. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement. Weâre a documentation first, async friendly team that values precision and autonomy. If youâre energized by seeking answers independently and collaborating through well structured resources, youâll feel right at home here.
To ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your location and time zone.
You have 5+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities
You have experience selling complex platform technologies in a sales-led GTM motion
You are a new business hunter and are confident in your abilities to self-source >30% of your own pipeline
âïž You're adept at competitive selling in established markets and have won many rip-and-replace opportunities.
đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đïž You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.
đ€ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.
âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
â±ïž You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.
âïž You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.
đ€ You have sold to Talent or HR personas
âïž Prior BDR experience
You aren't excited about a new business focused role that includes pipeline generation work
You are uncomfortable delivering your own product demos, preferring to defer to an SE
Unlimited PTO with four weeks recommended per year
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with 100% of all premiums covered by us, Flexible Spending Accounts and 401K match. We also offer up to 12 weeks of fully paid family/parental leave for all caregivers.
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby including Shopify, Snowflake, OpenAI, Bolt, and Notion, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nWe have, in just a few years, replaced incumbents Greenhouse and Lever more than 500 times each, clear evidence of strong product-market fit and a meaningful opportunity to help modern teams move beyond legacy recruiting software. Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space.\n\nAnd the market opportunity is growing. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n\n\n\n\nABOUT THIS ROLE\n\nYou will help us win Mid-Market accounts in the Pacific and Central time zones by managing the full sales cycle from pipeline generation through to closed-won. In this role, you'll primarily focus on new logo acquisition, while also covering a smaller number of existing business accounts for expansion and upsell. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement. Weâre a documentation first, async friendly team that values precision and autonomy. If youâre energized by seeking answers independently and collaborating through well structured resources, youâll feel right at home here.\n\nTo ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your location and time zone.\n\n\n\nROLE REQUIREMENTS:\n\n - You have 5+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities \n\n - You have experience selling complex platform technologies in a sales-led GTM motion\n\n - You are a new business hunter and are confident in your abilities to self-source >30% of your own pipeline\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - âïž You're adept at competitive selling in established markets and have won many rip-and-replace opportunities.\n\n - đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đïž You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.\n\n - đ€ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.\n\n - âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - â±ïž You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.\n\n - âïž You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.\n\n\nBONUS:\n\n - đ€ You have sold to Talent or HR personas\n\n - âïž Prior BDR experience\n\n\nREASONS NOT TO APPLY: \n\n - You aren't excited about a new business focused role that includes pipeline generation work\n\n - You are uncomfortable delivering your own product demos, preferring to defer to an SE\n\n\n\n\nBENEFITS\n\n - Unlimited PTO with four weeks recommended per year\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with 100% of all premiums covered by us, Flexible Spending Accounts and 401K match. We also offer up to 12 weeks of fully paid family/parental leave for all caregivers.\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"36df1986-8af2-4cc4-a96a-4f307d493ac0","title":"Enterprise Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2026-03-06T19:44:07.066+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/36df1986-8af2-4cc4-a96a-4f307d493ac0","applyUrl":"https://jobs.ashbyhq.com/ashby/36df1986-8af2-4cc4-a96a-4f307d493ac0/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby including Shopify, Snowflake, OpenAI, Bolt, and Notion, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
We have, in just a few years, replaced incumbents Greenhouse and Lever more than 500 times each, clear evidence of strong product-market fit and a meaningful opportunity to help modern teams move beyond legacy recruiting software. Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space.
And the market opportunity is growing. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
You will help us win Enterprise accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to won. You can expect to own a curated list of excellent fit, high propensity accounts as well as a geographic territory with significant market opportunity.
In this role, you'll primarily focus on new logo acquisition via a healthy mix of inbound and outbound, while also covering a small number of customer accounts for expansion and upsell. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.
You have a multi-year track record of exceeding $1M+ quotas, selling complex SaaS technologies to large organizations
You have closed many $100K+ ARR sales which require consensus building and executive engagement.
You have a demonstrated ability to win highly competitive opportunities by identifying pain and business impacts and connecting those to strategic initiatives of the leadership team
You are a hunter at heart and are comfortable self-sourcing a majority of your own pipeline
You have a growth mindset and are excited to tackle the challenges of a high growth startup
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You eschew business jargon.
đïž You skillfully guide prospects through their entire buying processâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.
đ€ You become both a product and industry expert. You create âAh ha!â moments in collaboration with your Solutions Engineer to build momentum & solve customer-specific challenges.
đ Your peers describe you as detail oriented. You send timely & crisp follow-up emails. You take pride in internal operations, like real-time CRM updates.
đ€ You have strong business acumen. You help customers connect the dots between technical problems and their business impact. You craft compelling cases for change.
đ° You're excited to land the biggest deals we've ever done. You are diligent and gritty and have demonstrated perseverance to win long, competitive sales cycles.
âïž You're a creative problem solver and comfortable with some healthy ambiguity. You'll help us refine our Enterprise go-to-market motion to maximize the segment's results over time.
âïž You're willing to travel for company events, customer meet ups and on-sites.
đ€« You dislike prospecting. Enterprise reps at Ashby are responsible for sourcing half or more of their pipeline to complement our robust inbound lead flow.
đ» You prefer to leave demos \"to the experts.\" While you can expect Solutions Engineering support, our most successful AEs are those with strong curiosity and deep product acumen.
đŒ You're more of a relationship builder who focuses on selling into the install base. This is primarily a new business oriented role.
đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.
Familiarity with Talent Acquisition and HR tools and workflows
A network that includes Heads of Talent whom you can tap into
Our interview process is thorough â 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:
Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.
Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.
Experience Deep Dive (60 min) - You'll walk the Hiring Manager through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.
Challenge Interview (90 min) - This will be made up of two parts:
Discovery and Demo Role Play (60 min)
Deal Strategy Discussion (30 min)
Unlimited PTO with four weeks recommended per year
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with 100% of all premiums covered by us, Flexible Spending Accounts and 401K match. We also offer up to 12 weeks of fully paid family/parental leave for all caregivers.
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby including Shopify, Snowflake, OpenAI, Bolt, and Notion, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nWe have, in just a few years, replaced incumbents Greenhouse and Lever more than 500 times each, clear evidence of strong product-market fit and a meaningful opportunity to help modern teams move beyond legacy recruiting software. Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space.\n\nAnd the market opportunity is growing. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here. \n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n\n\n\n\nABOUT THIS ROLE\n\nYou will help us win Enterprise accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to won. You can expect to own a curated list of excellent fit, high propensity accounts as well as a geographic territory with significant market opportunity.\n\nIn this role, you'll primarily focus on new logo acquisition via a healthy mix of inbound and outbound, while also covering a small number of customer accounts for expansion and upsell. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nROLE REQUIREMENTS:\n\n - You have a multi-year track record of exceeding $1M+ quotas, selling complex SaaS technologies to large organizations\n\n - You have closed many $100K+ ARR sales which require consensus building and executive engagement.\n\n - You have a demonstrated ability to win highly competitive opportunities by identifying pain and business impacts and connecting those to strategic initiatives of the leadership team\n\n - You are a hunter at heart and are comfortable self-sourcing a majority of your own pipeline\n\n - You have a growth mindset and are excited to tackle the challenges of a high growth startup\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You eschew business jargon.\n\n - đïž You skillfully guide prospects through their entire buying processâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.\n\n - đ€ You become both a product and industry expert. You create âAh ha!â moments in collaboration with your Solutions Engineer to build momentum & solve customer-specific challenges.\n\n - đ Your peers describe you as detail oriented. You send timely & crisp follow-up emails. You take pride in internal operations, like real-time CRM updates.\n\n - đ€ You have strong business acumen. You help customers connect the dots between technical problems and their business impact. You craft compelling cases for change.\n\n - đ° You're excited to land the biggest deals we've ever done. You are diligent and gritty and have demonstrated perseverance to win long, competitive sales cycles.\n\n - âïž You're a creative problem solver and comfortable with some healthy ambiguity. You'll help us refine our Enterprise go-to-market motion to maximize the segment's results over time.\n\n - âïž You're willing to travel for company events, customer meet ups and on-sites. \n\n\n\n\nYOU MAY NOT BE A GREAT FIT IF:\n\n - đ€« You dislike prospecting. Enterprise reps at Ashby are responsible for sourcing half or more of their pipeline to complement our robust inbound lead flow.\n\n - đ» You prefer to leave demos \"to the experts.\" While you can expect Solutions Engineering support, our most successful AEs are those with strong curiosity and deep product acumen.\n\n - đŒ You're more of a relationship builder who focuses on selling into the install base. This is primarily a new business oriented role.\n\n - đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.\n\n\nBONUS:\n\n - Familiarity with Talent Acquisition and HR tools and workflows\n\n - A network that includes Heads of Talent whom you can tap into\n \n \n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle. \n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts: \n \n - Discovery and Demo Role Play (60 min) \n \n - Deal Strategy Discussion (30 min) \n\n\n\n\nBENEFITS\n\n - Unlimited PTO with four weeks recommended per year\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with 100% of all premiums covered by us, Flexible Spending Accounts and 401K match. We also offer up to 12 weeks of fully paid family/parental leave for all caregivers.\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"9fba6b38-f324-49b1-ae3d-40894ad12bb1","title":"Enterprise Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}}],"publishedAt":"2026-03-06T19:44:45.557+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/9fba6b38-f324-49b1-ae3d-40894ad12bb1","applyUrl":"https://jobs.ashbyhq.com/ashby/9fba6b38-f324-49b1-ae3d-40894ad12bb1/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby including Shopify, Snowflake, OpenAI, Bolt, and Notion, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
We have, in just a few years, replaced incumbents Greenhouse and Lever more than 500 times each, clear evidence of strong product-market fit and a meaningful opportunity to help modern teams move beyond legacy recruiting software. Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space.
And the market opportunity is growing. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
You will help us win Enterprise accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to won. You can expect to own a curated list of excellent fit, high propensity accounts as well as a geographic territory with significant market opportunity.
In this role, you'll primarily focus on new logo acquisition via a healthy mix of inbound and outbound, while also covering a small number of customer accounts for expansion and upsell. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.
You have a multi-year track record of exceeding $1M+ quotas, selling complex SaaS technologies to large organizations
You have closed many $100K+ ARR sales which require consensus building and executive engagement.
You have a demonstrated ability to win highly competitive opportunities by identifying pain and business impacts and connecting those to strategic initiatives of the leadership team
You are a hunter at heart and are comfortable self-sourcing a majority of your own pipeline
You have a growth mindset and are excited to tackle the challenges of a high growth startup
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You eschew business jargon.
đïž You skillfully guide prospects through their entire buying processâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.
đ€ You become both a product and industry expert. You create âAh ha!â moments in collaboration with your Solutions Engineer to build momentum & solve customer-specific challenges.
đ Your peers describe you as detail oriented. You send timely & crisp follow-up emails. You take pride in internal operations, like real-time CRM updates.
đ€ You have strong business acumen. You help customers connect the dots between technical problems and their business impact. You craft compelling cases for change.
đ° You're excited to land the biggest deals we've ever done. You are diligent and gritty and have demonstrated perseverance to win long, competitive sales cycles.
âïž You're a creative problem solver and comfortable with some healthy ambiguity. You'll help us refine our Enterprise go-to-market motion to maximize the segment's results over time.
âïž You're willing to travel for company events, customer meet ups and on-sites.
đ€« You dislike prospecting. Enterprise reps at Ashby are responsible for sourcing half or more of their pipeline to complement our robust inbound lead flow.
đ» You prefer to leave demos \"to the experts.\" While you can expect Solutions Engineering support, our most successful AEs are those with strong curiosity and deep product acumen.
đŒ You're more of a relationship builder who focuses on selling into the install base. This is primarily a new business oriented role.
đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.
Familiarity with Talent Acquisition and HR tools and workflows
A network that includes Heads of Talent whom you can tap into
Our interview process is thorough â 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:
Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.
Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.
Experience Deep Dive (60 min) - You'll walk the Hiring Manager through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.
Challenge Interview (90 min) - This will be made up of two parts:
Discovery and Demo Role Play (60 min)
Deal Strategy Discussion (30 min)
Unlimited PTO with four weeks recommended per year
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with 100% of all premiums covered by us, Flexible Spending Accounts and 401K match. We also offer up to 12 weeks of fully paid family/parental leave for all caregivers.
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby including Shopify, Snowflake, OpenAI, Bolt, and Notion, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nWe have, in just a few years, replaced incumbents Greenhouse and Lever more than 500 times each, clear evidence of strong product-market fit and a meaningful opportunity to help modern teams move beyond legacy recruiting software. Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space.\n\nAnd the market opportunity is growing. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here. \n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n \n\n\nABOUT THIS ROLE\n\nYou will help us win Enterprise accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to won. You can expect to own a curated list of excellent fit, high propensity accounts as well as a geographic territory with significant market opportunity.\n\nIn this role, you'll primarily focus on new logo acquisition via a healthy mix of inbound and outbound, while also covering a small number of customer accounts for expansion and upsell. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n \n\n\nROLE REQUIREMENTS:\n\n - You have a multi-year track record of exceeding $1M+ quotas, selling complex SaaS technologies to large organizations\n\n - You have closed many $100K+ ARR sales which require consensus building and executive engagement.\n\n - You have a demonstrated ability to win highly competitive opportunities by identifying pain and business impacts and connecting those to strategic initiatives of the leadership team\n\n - You are a hunter at heart and are comfortable self-sourcing a majority of your own pipeline\n\n - You have a growth mindset and are excited to tackle the challenges of a high growth startup\n\n \n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You eschew business jargon.\n\n - đïž You skillfully guide prospects through their entire buying processâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.\n\n - đ€ You become both a product and industry expert. You create âAh ha!â moments in collaboration with your Solutions Engineer to build momentum & solve customer-specific challenges.\n\n - đ Your peers describe you as detail oriented. You send timely & crisp follow-up emails. You take pride in internal operations, like real-time CRM updates.\n\n - đ€ You have strong business acumen. You help customers connect the dots between technical problems and their business impact. You craft compelling cases for change.\n\n - đ° You're excited to land the biggest deals we've ever done. You are diligent and gritty and have demonstrated perseverance to win long, competitive sales cycles.\n\n - âïž You're a creative problem solver and comfortable with some healthy ambiguity. You'll help us refine our Enterprise go-to-market motion to maximize the segment's results over time.\n\n - âïž You're willing to travel for company events, customer meet ups and on-sites. \n\n \n\n\nYOU MAY NOT BE A GREAT FIT IF:\n\n - đ€« You dislike prospecting. Enterprise reps at Ashby are responsible for sourcing half or more of their pipeline to complement our robust inbound lead flow.\n\n - đ» You prefer to leave demos \"to the experts.\" While you can expect Solutions Engineering support, our most successful AEs are those with strong curiosity and deep product acumen.\n\n - đŒ You're more of a relationship builder who focuses on selling into the install base. This is primarily a new business oriented role.\n\n - đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.\n\n\nBONUS:\n\n - Familiarity with Talent Acquisition and HR tools and workflows\n\n - A network that includes Heads of Talent whom you can tap into\n \n  \n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle. \n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts: \n \n - Discovery and Demo Role Play (60 min) \n \n - Deal Strategy Discussion (30 min) \n\n \n\n\nBENEFITS\n\n - Unlimited PTO with four weeks recommended per year\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with 100% of all premiums covered by us, Flexible Spending Accounts and 401K match. We also offer up to 12 weeks of fully paid family/parental leave for all caregivers.\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"be52a88a-02c5-445f-a7c6-60c96b80f19c","title":"Mid-Market Implementation Specialist - Americas (West)","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-08-06T17:05:53.115+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/be52a88a-02c5-445f-a7c6-60c96b80f19c","applyUrl":"https://jobs.ashbyhq.com/ashby/be52a88a-02c5-445f-a7c6-60c96b80f19c/application","descriptionHtml":"Hi, Iâm Daryl and Iâm the Manager of Mid-Market Implementations at Ashby. 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, âWhat is a better way to accomplish this?â. Thatâs why I am thrilled to be hiring a Mid-Market Implementation Specialist, specifically in the PST or MST timezone!
As a member of the Mid-Market Implementation team and part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll have a unique opportunity to help shape this new implementation offering and uplevel the overall customer experience.
As an Implementation Specialist aligned to our Mid-Market segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for Mid-Market and smaller enterprise customers. Your book of business will include about 15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that 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.
Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.
Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but 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; youâre the customerâs 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 donât rely on âIâve seen this done,â 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:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ 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.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.
đ You are data-driven. You use metrics and analytics to inform decisions and measure success.
đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.
đ§âđ« 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 bring project management expertise, but rely on other resources to be technical or product subject matter experts during implementations.
You prefer managing shorter implementations of less than 30 days.
You typically manage only a few simultaneous implementations at a time - This segment moves with urgency and we balance a book of business of about 15 implementations at a time
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).
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) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles to get a sense of what we are looking for in folks on the team.
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 Manager of High Touch Implementations
60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist
Final Round:
30 min - Cross-Functional Interview with Head of Professional Services
30 min - Product Complexity Interview with VP of Customer Success
30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager
10 min - Closing Questions with Hiring Manager
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"MID-MARKET IMPLEMENTATION SPECIALIST\n\nHi, Iâm Daryl and Iâm the Manager of Mid-Market Implementations at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering, âWhat is a better way to accomplish this?â. Thatâs why I am thrilled to be hiring a Mid-Market Implementation Specialist, specifically in the PST or MST timezone! \n\nAs a member of the Mid-Market Implementation team and part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll have a unique opportunity to help shape this new implementation offering and uplevel the overall customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our Mid-Market segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for Mid-Market and smaller enterprise customers. Your book of business will include about 15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that 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.\n\n\n\n\nROLE REQUIREMENTS:\n\n - Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.\n\n - Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but not required)\n\n - 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; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n \n \n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ 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.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.\n\n - đ You are data-driven. You use metrics and analytics to inform decisions and measure success.\n\n - đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.\n\n - đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help our customers grow.\n \n \n\nYou might not be a great fit if:\n\n - You bring project management expertise, but rely on other resources to be technical or product subject matter experts during implementations.\n\n - You prefer managing shorter implementations of less than 30 days.\n\n - You typically manage only a few simultaneous implementations at a time - This segment moves with urgency and we balance a book of business of about 15 implementations at a time\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n \n \n\n\nOUR PHILOSOPHY\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - 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.\n\n\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles to get a sense of what we are looking for in folks on the team.\n\n\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Manager of High Touch Implementations\n\n - 60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist\n\n - Final Round:\n \n - 30 min - Cross-Functional Interview with Head of Professional Services\n \n - 30 min - Product Complexity Interview with VP of Customer Success\n \n - 30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"2fc178fc-fa92-463a-b788-1c66e3f32a00","title":"Enterprise Solutions Architect - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-05-05T01:16:55.875+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2fc178fc-fa92-463a-b788-1c66e3f32a00","applyUrl":"https://jobs.ashbyhq.com/ashby/2fc178fc-fa92-463a-b788-1c66e3f32a00/application","descriptionHtml":"Hi, Iâm John and Iâm the Head of Professional Services at Ashby. 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 âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Solutions Architect! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.
As an Enterprise Solutions Architect (SA), you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.
You will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.
This is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.
Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby
Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities
Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer
Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities
Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing
Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team
Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches
Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.
Refine how and when services are introduced and scoped within the sales cycle
Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services
5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting
Strong ability to diagnose business processes and translate them into scalable technical solutions
Experience with complex, multi-stakeholder deals with meaningful implementation components
Comfort navigating collaboration with both pre-sales and post-sales teams
Excellent communication skills, with the ability to influence executives and align cross-functional teams
Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility
Increasing win rates, especially in the Enterprise
Clear alignment between scope, expectations, and customer outcomes
Reduced implementation friction and faster time-to-value
Improved customer confidence and sentiment at kickoff and early lifecycle
Stronger partnership between Sales, Professional Services, and Customer Success
Increased retention and expansion driven by successful customer outcomes
As we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.
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 Head of Professional Services (Hiring Manager)
45 min - Change Management Challenge
Final Round Part 1:
30 min - Interview with VP of Customer Success
30 min - Interview with our Global Head of Solutions Engineering
Final Round Part 2:
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ENTERPRISE SOLUTIONS ARCHITECT - AMERICAS\n\nHi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Solutions Architect! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.\n\n\n\n\nABOUT THE ROLE\n\nAs an Enterprise Solutions Architect (SA), you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.\n\nYou will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.\n\nThis is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.\n\n\n\n\nWHAT YOUâLL DO\n\n\nDESIGN AND CLOSE SUCCESSFUL PROFESSIONAL SERVICES OPPORTUNITIES (PRE-SALES)\n\n - Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby\n\n - Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities\n\n - Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer\n\n - Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities\n\n - Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing\n\n\nCREATE CONTINUITY INTO DELIVERY (POST-SALES / EARLY LIFECYCLE)\n\n - Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team\n\n - Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches\n\n\nIMPROVE PROFESSIONAL SERVICES GTM MOTIONS\n\n - Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.\n\n - Refine how and when services are introduced and scoped within the sales cycle\n\n - Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services\n\n\nWHAT WEâRE LOOKING FOR\n\n - 5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting\n\n - Strong ability to diagnose business processes and translate them into scalable technical solutions\n\n - Experience with complex, multi-stakeholder deals with meaningful implementation components\n\n - Comfort navigating collaboration with both pre-sales and post-sales teams\n\n - Excellent communication skills, with the ability to influence executives and align cross-functional teams\n\n - Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility\n\n\nWHAT SUCCESS LOOKS LIKE\n\n - Increasing win rates, especially in the Enterprise\n\n - Clear alignment between scope, expectations, and customer outcomes\n\n - Reduced implementation friction and faster time-to-value\n\n - Improved customer confidence and sentiment at kickoff and early lifecycle\n\n - Stronger partnership between Sales, Professional Services, and Customer Success\n\n - Increased retention and expansion driven by successful customer outcomes\n\n\nWHY THIS ROLE MATTERS\n\nAs we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.\n\n\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Head of Professional Services (Hiring Manager)\n\n - 45 min - Change Management Challenge\n\n - Final Round Part 1:\n \n - 30 min - Interview with VP of Customer Success\n \n - 30 min - Interview with our Global Head of Solutions Engineering\n\n - Final Round Part 2:\n \n - 30 min - Interview with CEO\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"188cc71b-a625-4022-94dc-7c43fa1a8b06","title":"Design Engineer - EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Portugal","secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2026-06-12T20:19:00.233+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Portugal"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/188cc71b-a625-4022-94dc-7c43fa1a8b06","applyUrl":"https://jobs.ashbyhq.com/ashby/188cc71b-a625-4022-94dc-7c43fa1a8b06/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"cb45928e-c7c7-4163-84d0-a962755a3593","title":"Design Engineer - UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2026-06-12T20:24:40.656+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/cb45928e-c7c7-4163-84d0-a962755a3593","applyUrl":"https://jobs.ashbyhq.com/ashby/cb45928e-c7c7-4163-84d0-a962755a3593/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"95aecf44-abba-4d06-8fea-7987b6ea9db5","title":"Manager, Product Support - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Australia","secondaryLocations":[{"location":"Singapore","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Philippines","address":{"postalAddress":{"addressRegion":"","addressCountry":"Philippines","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-08-07T19:48:36.937+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/95aecf44-abba-4d06-8fea-7987b6ea9db5","applyUrl":"https://jobs.ashbyhq.com/ashby/95aecf44-abba-4d06-8fea-7987b6ea9db5/application","descriptionHtml":"Caring deeply about our customers is one of our favorite Ashby Operating Principles in Support. As we continue to grow our Product Support Team with the customer experience at the heart of everything we do, we're excited to hire our first Manager of Product Support in the APAC region. In this role, you'll lead an incredible group of Technical Support Specialists, collaborate closely with a high-performing team of Support Managers, and help shape how we scale exceptional customer support globally.
This is a unique opportunity to take ownership of a region. As our first regional manager in APAC, you wonât just be managing a team. Youâll be building and shaping how Support operates within an emerging region. This role requires someone who thrives in ambiguity, has a passion for building and can balance strategic foresight with operational execution. Youâll need to be both a strong advocate for our customers and for your team, as we continue to grow Support in line with our ambitious company goals.
You will partner with other Support leaders and Support Engineers to develop and implement effective support strategies, monitor key performance indicators, and resolve escalated customer issues. You will collaborate closely with Product, Engineering, and the broader Customer Success Teams to address customer needs, maintain support documentation, and uplevel the customer experience. You will stay current with industry trends to continuously improve support processes, foster a positive team environment, and drive professional growth and development within the support team.
When you start, youâll work closely with our Director of Support, and alongside our Head of Support and VP of Customer Success . Youâll inherit a team of ~5 Product Support Specialists and will grow this team further once youâre ramped.
Support Leadership: You have a proven track record of leading and growing high-performing and highly technical B2B SaaS Support organizations, while driving a culture of excellence and empathy.
Systematic thinking: You proactively address thematic customer issues and improve Support processes, leveraging Support technologies and innovative processes to enhance the efficiency and efficacy of the Support team.
Customer-Centric: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences.
Strong Technical Background: You have experience working with complex B2B software products and can understand, troubleshoot, and communicate technical concepts effectively. While you may not be an engineer, you are comfortable discussing APIs, integrations, and system workflows with technical teams and translating that knowledge into actionable insights for the Support team.
Timely Issue Resolution: You are invested in overseeing the resolution of complex technical issues in alignment of our SLAs.
Analytical: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience.
Technical Expertise: You are well versed in Support organizations, related KPIs, and related systems (ticketing, analytics, Help Center, etc.).
â You care deeply about both the customer and employee experience and derive satisfaction from enabling others to be successful.
đ€ You strive to become a product and industry expert. You align with the goal of creating differentiation via the Support experience and being a go-to partner for your team members. You recognize the expertise the team possesses and are continuously striving to learn and maintain your own expertise in the product.
đ Your peers describe you as being detail-oriented. You take pride in operational efficiencies and consider processes from a holistic perspective.
đ You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ€ You love to coach and enable. You see every teaching moment as an opportunity and are excited to help teams grow functionally and expand their technical knowledge.
đ You enjoy analyzing the Support journey and identifying opportunities for self-service and delivery improvements.
đŁ You thrive in representing the voice-of-the-customer as you hone internal processes, as well as advocating for manageable and efficient processes for Support Specialists.
Youâre excellent at managing existing Support policies and practices, but identifying and rolling out new processes is not an area youâre comfortable with.
You do not want to handle customer-facing tickets, whether for escalation or ongoing learning.
Managing the daily Support workload according to urgency, SLAs, and staffing is not something youâre interested in.
You need close oversight, a clearly carved out roadmap, or step-by-step guidance to succeed. This role requires comfort with ambiguity, initiative and a willingness to roll up your sleeves to build something you're passionate about.
You believe there is one right way to provide support and measure success.
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 â 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
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
Take-Home Assessment - one week to complete
30 min \"Support Management Approach\" interview with another Support Leader
Final Round:
30 min \"Customer Experience\" interview with a Customer Success leader
30 min \"Team Insights\" interview with two APAC Support Specialists
10 min - Closing Questions with Hiring Manager
Chat with Benji, CEO
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Caring deeply about our customers is one of our favorite Ashby Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#operating-principles in Support. As we continue to grow our Product Support Team with the customer experience at the heart of everything we do, we're excited to hire our first Manager of Product Support in the APAC region. In this role, you'll lead an incredible group of Technical Support Specialists, collaborate closely with a high-performing team of Support Managers, and help shape how we scale exceptional customer support globally.\n\n\n\n\nABOUT THIS ROLE:\n\nThis is a unique opportunity to take ownership of a region. As our first regional manager in APAC, you wonât just be managing a team. Youâll be building and shaping how Support operates within an emerging region. This role requires someone who thrives in ambiguity, has a passion for building and can balance strategic foresight with operational execution. Youâll need to be both a strong advocate for our customers and for your team, as we continue to grow Support in line with our ambitious company goals.\n\nYou will partner with other Support leaders and Support Engineers to develop and implement effective support strategies, monitor key performance indicators, and resolve escalated customer issues. You will collaborate closely with Product, Engineering, and the broader Customer Success Teams to address customer needs, maintain support documentation, and uplevel the customer experience. You will stay current with industry trends to continuously improve support processes, foster a positive team environment, and drive professional growth and development within the support team.\n\nWhen you start, youâll work closely with our Director of Support, and alongside our Head of Support and VP of Customer Success . Youâll inherit a team of ~5 Product Support Specialists and will grow this team further once youâre ramped.\n\n\n\n\nROLE REQUIREMENTS:\n\n - Support Leadership: You have a proven track record of leading and growing high-performing and highly technical B2B SaaS Support organizations, while driving a culture of excellence and empathy.\n\n - Systematic thinking: You proactively address thematic customer issues and improve Support processes, leveraging Support technologies and innovative processes to enhance the efficiency and efficacy of the Support team.\n\n - Customer-Centric: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences.\n\n - Strong Technical Background: You have experience working with complex B2B software products and can understand, troubleshoot, and communicate technical concepts effectively. While you may not be an engineer, you are comfortable discussing APIs, integrations, and system workflows with technical teams and translating that knowledge into actionable insights for the Support team.\n\n - Timely Issue Resolution: You are invested in overseeing the resolution of complex technical issues in alignment of our SLAs.\n\n - Analytical: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience.\n\n - Technical Expertise: You are well versed in Support organizations, related KPIs, and related systems (ticketing, analytics, Help Center, etc.).\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - â You care deeply about both the customer and employee experience and derive satisfaction from enabling others to be successful.\n\n - đ€ You strive to become a product and industry expert. You align with the goal of creating differentiation via the Support experience and being a go-to partner for your team members. You recognize the expertise the team possesses and are continuously striving to learn and maintain your own expertise in the product.\n\n - đ Your peers describe you as being detail-oriented. You take pride in operational efficiencies and consider processes from a holistic perspective.\n\n - đ You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ€ You love to coach and enable. You see every teaching moment as an opportunity and are excited to help teams grow functionally and expand their technical knowledge.\n\n - đ You enjoy analyzing the Support journey and identifying opportunities for self-service and delivery improvements.\n\n - đŁ You thrive in representing the voice-of-the-customer as you hone internal processes, as well as advocating for manageable and efficient processes for Support Specialists.\n\n\n\n\nYOU MAY NOT WANT TO APPLY IF:\n\n - Youâre excellent at managing existing Support policies and practices, but identifying and rolling out new processes is not an area youâre comfortable with.\n\n - You do not want to handle customer-facing tickets, whether for escalation or ongoing learning.\n\n - Managing the daily Support workload according to urgency, SLAs, and staffing is not something youâre interested in.\n\n - You need close oversight, a clearly carved out roadmap, or step-by-step guidance to succeed. This role requires comfort with ambiguity, initiative and a willingness to roll up your sleeves to build something you're passionate about.\n\n - You believe there is one right way to provide support and measure success.\n\n\n\nOUR PHILOSOPHY:\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers â whether it be through scaled engagements (e.g. webinars), 1:1 conversations, or through written word (e.g. documentation).\n\n - 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.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\nThe Interview:\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Hiring Manager\n\n - Take-Home Assessment - one week to complete\n\n - 30 min \"Support Management Approach\" interview with another Support Leader\n\n - Final Round:\n \n - 30 min \"Customer Experience\" interview with a Customer Success leader\n \n - 30 min \"Team Insights\" interview with two APAC Support Specialists\n \n - 10 min - Closing Questions with Hiring Manager\n\n - Chat with Benji, CEO\n\n\n\n\nBENEFITS:\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"e5863f7c-2238-410f-9a72-d40c944d2511","title":"Value Consultant","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-06-24T23:32:11.361+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/e5863f7c-2238-410f-9a72-d40c944d2511","applyUrl":"https://jobs.ashbyhq.com/ashby/e5863f7c-2238-410f-9a72-d40c944d2511/application","descriptionHtml":"As Ashby's first dedicated Value Consultant, you'll own how we sell value â full stop. You'll sit within the Solutions Engineering team and be the architect of our value selling motion: building and refining the frameworks, tooling, and impact assessments that help prospects understand exactly what Ashby can mean for their business. While SEs operate within that framework, you'll be the one defining it.
Your work will be split roughly 80/20 between pre-sales and post-sales. On the pre-sales side, you'll partner closely with SEs to support our most strategic opportunities in the Enterprise segment â sometimes working behind the scenes to craft a compelling business case, and sometimes stepping into the room yourself as the face of value consulting for executive-level conversations. On the post-sales side, you'll work with our Customer Success team to ensure we're delivering on the outcomes we promised and helping customers realize the value of their investment in Ashby. Your work will directly influence not just how we win deals, but how we retain and grow customers by making value visible and undeniable.
You'll be brought into deals at the consensus-building stage, where it matters most. That means you'll need to be sharp on discovery, credible with senior stakeholders, and able to translate complex buying dynamics into clear, customer-specific narratives about impact.
This is a rare opportunity to define something from the ground up at a company with exceptional product-market fit. We have the foundation â impact assessment tools, early frameworks, a team of SEs who are eager to lean on you â and we need someone to take it to the next level.
đĄ You have 5+ years of dedicated value consulting or value engineering experience in SaaS. You've done this before, and you know what good looks like. You can operate with significant autonomy and don't need a playbook handed to you.
đ You're a builder. You'll be the first person in this role, which means you'll be shaping the function as much as filling it. You get energy from creating structure where there isn't any.
đŻ You think in outcomes, not features. When you look at a customer's business, you see the levers that matter â and you can quantify and communicate them in a way that resonates with a CFO and a Head of Talent alike.
đ€ You know how to enable others. You'll be the expert, but your impact scales through SEs and CSMs. You're as comfortable coaching a team as you are running a room yourself.
đŁ You're an exceptional communicator. You can read the room, ask precise questions, and simplify complex concepts without losing nuance. Executive conversations energize you rather than intimidate you.
đ You have genuine empathy for Talent Acquisition teams. You understand the pressures they face, the data they care about, and the outcomes that move the needle for them.
đ You're a strong cross-functional partner. You'll need to work seamlessly with SEs, CSMs, and occasionally the product org â translating customer feedback into insights that improve how we sell and what we build.
đ» You've built and iterated in-house, not advised from the outside. You've owned a value motion inside a company, shipped it, watched pieces of it fail, and fixed them, rather than handing a client a recommendation and moving to the next engagement.
đ€ Prior experience as a Solutions Engineer or management consultant â you know what the other side of the table looks like
đ Familiarity with HR tech or Applicant Tracking Systems â understanding recruiting workflows gives you a head start
đ Experience building or improving impact assessment tooling and processes from the ground up
đ A track record of tying value consulting work to measurable revenue or retention outcomes
đ° Own and evolve our impact assessment process â improve the tools, refine the methodology, and make sure every assessment we deliver is compelling, credible, and customer-specific
đš Define Ashby's value selling motion â build the frameworks, templates, and messaging that SEs use when engaging on value across the entire sales funnel
đ§âđŒ Lead executive-level value conversations on our most strategic deals â bring the business case to life for the people who sign the check
âïž Enable the SE and CSM teams â run training, create resources, and act as the internal subject matter expert on value consulting so the whole team gets sharper over time
đ Partner with CS on value realization â make sure customers can connect the outcomes they expected to the results they're seeing after they go live; elevating from TA results to overarching business priorities
đŹ Test and refine messaging on larger deals â use strategic opportunities as a proving ground to sharpen how we talk about Ashby's impact
There are a lot of value consulting roles out there. Here's what makes this one different:
The product makes your job easier. When you're building a business case for Ashby, you're not stretching to find value â it's genuinely there. Customers see real, measurable improvements in how they hire. That makes every impact assessment feel honest rather than aspirational.
You'll define something, not just do it. Most value consulting roles put you inside a mature function with established playbooks. Here, you'll be the one writing the playbook. What you build will be felt across every deal we run.
You'll be working with a world-class team. The Ashby team is sharp, collaborative, and invested in getting better. They want a strong value partner â someone who can help them have more impactful conversations and win more strategic deals.
The market is genuinely underserved. Talent Acquisition software has lagged behind the needs of modern hiring teams for years. Ashby is changing that, and every impact assessment you deliver is a chance to show a prospect what's actually possible.
Your work will be foundational to how Ashby grows. As we continue to move upmarket, value selling becomes increasingly central to how we win. What you build here won't just support today's deals â it will shape how the entire go-to-market team operates for years to come.
You'll have broad cross-functional reach. This role touches SEs, CSMs, and the product org. If you're energized by working across functions and seeing your work show up in multiple places, you'll find a lot of satisfaction here.
If you prefer to work purely behind the scenes, this role isn't the right fit. You'll be expected to show up in executive conversations and represent value consulting in a visible, credible way.
If you're looking for a fully built function with established processes and clear lanes, you'll feel uncomfortable here. We have a starting point, not a finished system â and the expectation is that you'll be the one finishing it.
If process creation and change management aren't your strengths, that's a real gap in this role. Getting SEs and CSMs to adopt a new value selling motion requires as much change management as it does framework design.
If you're primarily motivated by deal size over customer complexity, you won't thrive here. We care more about the depth and quality of our customer outcomes than the logo.
If you're looking for a purely pre-sales role, the post-sales component of this job is real and important â it's how we close the loop on the value we promise.
If a fast-moving, ambiguous environment feels like a threat rather than an opportunity, the pace of Ashby will likely frustrate you.
Our interview process is thorough â we want to make sure this role is the right fit for you and that you're the right fit for Ashby. Details on the process for this role will be shared by your recruiter.
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.
Sell a product that our customers are truly excited about.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby â do it when you feel financially comfortable.
$100/month education budget with more expensive items (like conferences) covered with manager approval.
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! đ
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nAs Ashby's first dedicated Value Consultant, you'll own how we sell value â full stop. You'll sit within the Solutions Engineering team and be the architect of our value selling motion: building and refining the frameworks, tooling, and impact assessments that help prospects understand exactly what Ashby can mean for their business. While SEs operate within that framework, you'll be the one defining it.\n\n\n\nYour work will be split roughly 80/20 between pre-sales and post-sales. On the pre-sales side, you'll partner closely with SEs to support our most strategic opportunities in the Enterprise segment â sometimes working behind the scenes to craft a compelling business case, and sometimes stepping into the room yourself as the face of value consulting for executive-level conversations. On the post-sales side, you'll work with our Customer Success team to ensure we're delivering on the outcomes we promised and helping customers realize the value of their investment in Ashby. Your work will directly influence not just how we win deals, but how we retain and grow customers by making value visible and undeniable.\n\n\n\nYou'll be brought into deals at the consensus-building stage, where it matters most. That means you'll need to be sharp on discovery, credible with senior stakeholders, and able to translate complex buying dynamics into clear, customer-specific narratives about impact.\n\n\n\nThis is a rare opportunity to define something from the ground up at a company with exceptional product-market fit. We have the foundation â impact assessment tools, early frameworks, a team of SEs who are eager to lean on you â and we need someone to take it to the next level.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đĄ You have 5+ years of dedicated value consulting or value engineering experience in SaaS. You've done this before, and you know what good looks like. You can operate with significant autonomy and don't need a playbook handed to you.\n\n - đ You're a builder. You'll be the first person in this role, which means you'll be shaping the function as much as filling it. You get energy from creating structure where there isn't any.\n\n - đŻ You think in outcomes, not features. When you look at a customer's business, you see the levers that matter â and you can quantify and communicate them in a way that resonates with a CFO and a Head of Talent alike.\n\n - đ€ You know how to enable others. You'll be the expert, but your impact scales through SEs and CSMs. You're as comfortable coaching a team as you are running a room yourself.\n\n - đŁ You're an exceptional communicator. You can read the room, ask precise questions, and simplify complex concepts without losing nuance. Executive conversations energize you rather than intimidate you.\n\n - đ You have genuine empathy for Talent Acquisition teams. You understand the pressures they face, the data they care about, and the outcomes that move the needle for them.\n\n - đ You're a strong cross-functional partner. You'll need to work seamlessly with SEs, CSMs, and occasionally the product org â translating customer feedback into insights that improve how we sell and what we build.\n\n - đ» You've built and iterated in-house, not advised from the outside. You've owned a value motion inside a company, shipped it, watched pieces of it fail, and fixed them, rather than handing a client a recommendation and moving to the next engagement.\n\n\nBONUS POINTS FOR:\n\n - đ€ Prior experience as a Solutions Engineer or management consultant â you know what the other side of the table looks like\n\n - đ Familiarity with HR tech or Applicant Tracking Systems â understanding recruiting workflows gives you a head start\n\n - đ Experience building or improving impact assessment tooling and processes from the ground up\n\n - đ A track record of tying value consulting work to measurable revenue or retention outcomes\n\n\nEXAMPLES OF THINGS YOU'LL WORK ON:\n\n - đ° Own and evolve our impact assessment process â improve the tools, refine the methodology, and make sure every assessment we deliver is compelling, credible, and customer-specific\n\n - đš Define Ashby's value selling motion â build the frameworks, templates, and messaging that SEs use when engaging on value across the entire sales funnel\n\n - đ§âđŒ Lead executive-level value conversations on our most strategic deals â bring the business case to life for the people who sign the check\n\n - âïž Enable the SE and CSM teams â run training, create resources, and act as the internal subject matter expert on value consulting so the whole team gets sharper over time\n\n - đ Partner with CS on value realization â make sure customers can connect the outcomes they expected to the results they're seeing after they go live; elevating from TA results to overarching business priorities\n\n - đŹ Test and refine messaging on larger deals â use strategic opportunities as a proving ground to sharpen how we talk about Ashby's impact\n\n\n\n\nWHY BECOME A VALUE CONSULTANT AT ASHBY?\n\nThere are a lot of value consulting roles out there. Here's what makes this one different:\n\n\n\n - The product makes your job easier. When you're building a business case for Ashby, you're not stretching to find value â it's genuinely there. Customers see real, measurable improvements in how they hire. That makes every impact assessment feel honest rather than aspirational.\n\n - You'll define something, not just do it. Most value consulting roles put you inside a mature function with established playbooks. Here, you'll be the one writing the playbook. What you build will be felt across every deal we run.\n\n - You'll be working with a world-class team. The Ashby team is sharp, collaborative, and invested in getting better. They want a strong value partner â someone who can help them have more impactful conversations and win more strategic deals.\n\n - The market is genuinely underserved. Talent Acquisition software has lagged behind the needs of modern hiring teams for years. Ashby is changing that, and every impact assessment you deliver is a chance to show a prospect what's actually possible.\n\n - Your work will be foundational to how Ashby grows. As we continue to move upmarket, value selling becomes increasingly central to how we win. What you build here won't just support today's deals â it will shape how the entire go-to-market team operates for years to come.\n\n - You'll have broad cross-functional reach. This role touches SEs, CSMs, and the product org. If you're energized by working across functions and seeing your work show up in multiple places, you'll find a lot of satisfaction here.\n\n\n\n\nREASONS YOU SHOULDN'T APPLY:\n\n - If you prefer to work purely behind the scenes, this role isn't the right fit. You'll be expected to show up in executive conversations and represent value consulting in a visible, credible way.\n\n - If you're looking for a fully built function with established processes and clear lanes, you'll feel uncomfortable here. We have a starting point, not a finished system â and the expectation is that you'll be the one finishing it.\n\n - If process creation and change management aren't your strengths, that's a real gap in this role. Getting SEs and CSMs to adopt a new value selling motion requires as much change management as it does framework design.\n\n - If you're primarily motivated by deal size over customer complexity, you won't thrive here. We care more about the depth and quality of our customer outcomes than the logo.\n\n - If you're looking for a purely pre-sales role, the post-sales component of this job is real and important â it's how we close the loop on the value we promise.\n\n - If a fast-moving, ambiguous environment feels like a threat rather than an opportunity, the pace of Ashby will likely frustrate you.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we want to make sure this role is the right fit for you and that you're the right fit for Ashby. Details on the process for this role will be shared by your recruiter.\n\n\n\n\nBENEFITS\n\n - 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.\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby â do it when you feel financially comfortable.\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n\nABOUT ASHBY\n\nWe'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.\n\n\n\nWe 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! đ\n\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\n\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"bf3a9621-0ff5-4f6a-a90d-081562d4dad2","title":"Director of Support Engineering - Americas ","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-09-08T15:49:59.619+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/bf3a9621-0ff5-4f6a-a90d-081562d4dad2","applyUrl":"https://jobs.ashbyhq.com/ashby/bf3a9621-0ff5-4f6a-a90d-081562d4dad2/application","descriptionHtml":"Iâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring a Director of Support Engineering in AMER.
As Ashby grows, our customersâ workflows, integrations, and technical environments become more complex. Support Engineering is the bridge that helps frontline Support investigate those issues, helps Engineering focus on confirmed defects and roadmap work, and turns technical customer issues into improvements across the product and support experience.
Weâre looking for a leader to shape that bridge at scale. Youâll lead through a Support Engineering Manager and their team, partner closely with Support, Product, and Engineering leadership, and define the systems and standards that help a growing organization resolve complex issues with clarity, speed, and sound judgment.
Support Engineering investigates the issues that require deeper technical understanding than frontline Support can provide. The team uses customer context, application behavior, logs, databases, integrations, APIs, and code-level context to determine whether an issue can be resolved through configuration, data correction, documentation, enablement, or an in-app changeâor whether it is a product defect that Engineering needs to fix. Your role is to make that path clear and scalable: establish shared expectations across teams, ensure escalations are well validated and actionable, and help the organization learn from recurring patterns rather than treating each issue as an isolated event.
Youâll lead the strategic evolution of the function through strong partnership with Support Engineering managers, frontline Support, Product, and Engineering. Youâll shape routing, triage, escalation, and feedback mechanisms; build reporting that makes technical friction visible; and guide investments in diagnostics, tooling, documentation, and enablement. Youâll also help leaders make better tradeoffs between immediate customer resolution and durable product or process improvements.
As Director, youâll directly manage the Support Engineering Manager and hold them accountable for team performance, technical quality, people development, and progress against the functionâs priorities. Youâll set the vision for how Support Engineering grows with Ashbyâs product surface area and customer complexity, while building the leadership structure, career paths, and operating model needed to scale over time.
Set the vision and operating model for Support Engineering, aligning the functionâs priorities with Ashbyâs broader Customer Success goals.
Directly lead, coach, and develop the Support Engineering Manager through clear expectations, regular feedback, career support, and accountability for team health, technical quality, and customer outcomes.
Build shared operating standards across frontline Support, Support Engineering, Product, and Engineering for triage, investigation, documentation, escalation quality, ownership, and handoffs, while clarifying how technical issues move from Support intake through investigation to Engineering or Product partnership.
Partner with Engineering and Product leadership to synthesize recurring technical customer patterns, improve supportability and operability, and influence prioritization of product, platform, tooling, and process improvements.
Establish the data and review mechanisms needed to understand escalation health, recurring friction, resolution speed, frontline self-sufficiency, customer effort, and the functionâs influence on product priorities and supportability. Use these signals to guide improvements and develop the team over time.
Evolve the organizationâs structure, hiring plan, onboarding, career paths, and regional model as Support Engineering scales.
Build trust across leadership by making tradeoffs visible, communicating technical and customer impact clearly, and helping teams move forward when ownership or priorities are ambiguous.
You have led a Support Engineering, Technical Support, Developer Support, Production Support, or similarly technical function in a B2B SaaS or complex software environment.
You have led through managers or built a leadership layer, and know how to create clarity, accountability, and growth without becoming a bottleneck for decisions.
You have enough technical depth to reason about APIs, integrations, logs, databases, application behavior, architecture, and debugging approachesâand to earn the trust of experienced engineers.
You have shaped the boundary between frontline Support, Support Engineering, Product, and Engineering, including escalation criteria, triage practices, ownership, and feedback loops.
You have used data and recurring patterns to drive improvements in supportability, product quality, tooling, process, or Engineering prioritization.
You are energized by systems-level problems and can turn operational friction into a focused strategy, a useful first version, and measurable improvement.
You communicate clearly with technical and non-technical audiences, especially when explaining tradeoffs, uncertainty, customer impact, and recommended action to senior stakeholders. You communicate with concision and can compress a complex tradeoff into a few clear sentences for senior stakeholders.
You are a hands-on, customer-centric leader who can move between strategy, organizational design, technical details, and the day-to-day realities of supporting customers.
You think about scalable support systems through automation, self-serve, and AI-enhanced tooling applied with good judgment.
Youâre looking primarily for a people-management or queue-oversight role and do not want to shape technical workflows, escalation quality, or cross-functional operating models.
Most of your experience is in internal IT, infrastructure, cloud operations, or systems administration without substantial experience with customer-impacting SaaS applications, technical support, or product supportability.
You prefer to operate within established systems rather than design new structures as a function and product organization grows.
You see Support Engineering primarily as a pass-through queue to Engineering rather than an investigation, enablement, and leverage layer that should help resolve more issues independently.
Youâre uncomfortable influencing Engineering or Product priorities, challenging assumptions respectfully, or navigating tradeoffs between a quick resolution and a more scalable solution.
You prefer prolonged analysis or perfect certainty over making a well-reasoned decision, learning quickly, and improving the system in motion.
Ashby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com.
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical leadership, people management, communication, judgment, and cross-functional collaboration.
Intro call with Recruiting â 30 min
Hiring Manager interview â 45 min
Take-home assessment - 5 days to complete
Support Leadership â 30 min
Founder interview â 30 min
Virtual Onsite â 75 min
Engineering Partnership â 30 min
Support Eng Team â 30 min
Closing Questions â 15 min
Benefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashbyâdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
A $1,200 annual learning and professional-development budget.
A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HELLO!\n\nIâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring a Director of Support Engineering in AMER.\n\nAs Ashby grows, our customersâ workflows, integrations, and technical environments become more complex. Support Engineering is the bridge that helps frontline Support investigate those issues, helps Engineering focus on confirmed defects and roadmap work, and turns technical customer issues into improvements across the product and support experience.\n\nWeâre looking for a leader to shape that bridge at scale. Youâll lead through a Support Engineering Manager and their team, partner closely with Support, Product, and Engineering leadership, and define the systems and standards that help a growing organization resolve complex issues with clarity, speed, and sound judgment.\n\n\n\n\nABOUT THE ROLE\n\nSupport Engineering investigates the issues that require deeper technical understanding than frontline Support can provide. The team uses customer context, application behavior, logs, databases, integrations, APIs, and code-level context to determine whether an issue can be resolved through configuration, data correction, documentation, enablement, or an in-app changeâor whether it is a product defect that Engineering needs to fix. Your role is to make that path clear and scalable: establish shared expectations across teams, ensure escalations are well validated and actionable, and help the organization learn from recurring patterns rather than treating each issue as an isolated event.\n\nYouâll lead the strategic evolution of the function through strong partnership with Support Engineering managers, frontline Support, Product, and Engineering. Youâll shape routing, triage, escalation, and feedback mechanisms; build reporting that makes technical friction visible; and guide investments in diagnostics, tooling, documentation, and enablement. Youâll also help leaders make better tradeoffs between immediate customer resolution and durable product or process improvements.\n\nAs Director, youâll directly manage the Support Engineering Manager and hold them accountable for team performance, technical quality, people development, and progress against the functionâs priorities. Youâll set the vision for how Support Engineering grows with Ashbyâs product surface area and customer complexity, while building the leadership structure, career paths, and operating model needed to scale over time.\n\n\n\n\nWHAT YOUâLL OWN\n\n - Set the vision and operating model for Support Engineering, aligning the functionâs priorities with Ashbyâs broader Customer Success goals.\n\n - Directly lead, coach, and develop the Support Engineering Manager through clear expectations, regular feedback, career support, and accountability for team health, technical quality, and customer outcomes.\n\n - Build shared operating standards across frontline Support, Support Engineering, Product, and Engineering for triage, investigation, documentation, escalation quality, ownership, and handoffs, while clarifying how technical issues move from Support intake through investigation to Engineering or Product partnership.\n\n - Partner with Engineering and Product leadership to synthesize recurring technical customer patterns, improve supportability and operability, and influence prioritization of product, platform, tooling, and process improvements.\n\n - Establish the data and review mechanisms needed to understand escalation health, recurring friction, resolution speed, frontline self-sufficiency, customer effort, and the functionâs influence on product priorities and supportability. Use these signals to guide improvements and develop the team over time.\n\n - Evolve the organizationâs structure, hiring plan, onboarding, career paths, and regional model as Support Engineering scales.\n\n - Build trust across leadership by making tradeoffs visible, communicating technical and customer impact clearly, and helping teams move forward when ownership or priorities are ambiguous.\n\n\nYOU SHOULD APPLY IF\n\n - You have led a Support Engineering, Technical Support, Developer Support, Production Support, or similarly technical function in a B2B SaaS or complex software environment.\n\n - You have led through managers or built a leadership layer, and know how to create clarity, accountability, and growth without becoming a bottleneck for decisions.\n\n - You have enough technical depth to reason about APIs, integrations, logs, databases, application behavior, architecture, and debugging approachesâand to earn the trust of experienced engineers.\n\n - You have shaped the boundary between frontline Support, Support Engineering, Product, and Engineering, including escalation criteria, triage practices, ownership, and feedback loops.\n\n - You have used data and recurring patterns to drive improvements in supportability, product quality, tooling, process, or Engineering prioritization.\n\n - You are energized by systems-level problems and can turn operational friction into a focused strategy, a useful first version, and measurable improvement.\n\n - You communicate clearly with technical and non-technical audiences, especially when explaining tradeoffs, uncertainty, customer impact, and recommended action to senior stakeholders. You communicate with concision and can compress a complex tradeoff into a few clear sentences for senior stakeholders.\n\n - You are a hands-on, customer-centric leader who can move between strategy, organizational design, technical details, and the day-to-day realities of supporting customers.\n\n - You think about scalable support systems through automation, self-serve, and AI-enhanced tooling applied with good judgment.\n\n\nYOU SHOULD NOT APPLY IF\n\n - Youâre looking primarily for a people-management or queue-oversight role and do not want to shape technical workflows, escalation quality, or cross-functional operating models.\n\n - Most of your experience is in internal IT, infrastructure, cloud operations, or systems administration without substantial experience with customer-impacting SaaS applications, technical support, or product supportability.\n\n - You prefer to operate within established systems rather than design new structures as a function and product organization grows.\n\n - You see Support Engineering primarily as a pass-through queue to Engineering rather than an investigation, enablement, and leverage layer that should help resolve more issues independently.\n\n - Youâre uncomfortable influencing Engineering or Product priorities, challenging assumptions respectfully, or navigating tradeoffs between a quick resolution and a more scalable solution.\n\n - You prefer prolonged analysis or perfect certainty over making a well-reasoned decision, learning quickly, and improving the system in motion.\n\n\n\n\nABOUT ASHBY\n\nAshby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at https://www.ashbyhq.com/ashbyhq.com http://ashbyhq.com.\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical leadership, people management, communication, judgment, and cross-functional collaboration.\n\n - Intro call with Recruiting â 30 min\n\n - Hiring Manager interview â 45 min\n\n - Take-home assessment - 5 days to complete\n\n - Support Leadership â 30 min\n\n - Founder interview â 30 min\n\n - Virtual Onsite â 75 min\n \n - Engineering Partnership â 30 min\n \n - Support Eng Team â 30 min\n \n - Closing Questions â 15 min\n\n\n\n\nBENEFITS\n\nBenefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashbyâdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - A $1,200 annual learning and professional-development budget.\n\n - A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n\n - Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"206c6a86-74e3-4fcf-9175-fdfe07858676","title":"Manager of Renewals, SMB","department":"Customer Success","team":"Contract Management","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-16T21:00:08.696+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/206c6a86-74e3-4fcf-9175-fdfe07858676","applyUrl":"https://jobs.ashbyhq.com/ashby/206c6a86-74e3-4fcf-9175-fdfe07858676/application","descriptionHtml":"Hi, Iâm Alex, Head of Contract Management (Renewals) at Ashby. Our Contract Management team plays a critical role in helping customers navigate renewal and commercial conversations thoughtfully, strategically, and with a high degree of trust. We are building a team that takes pride in delivering exceptional customer experiences while also protecting the long-term health of the business, and I am excited to be hiring a Manager of Contract Management (Renewals) to help scale and evolve this function.
In this role, youâll lead and develop a team of Startup Contract Managers responsible for guiding customers through renewals, pricing conversations, negotiations, and long-term partnership planning. A key part of this role is helping the team navigate increasingly complex commercial conversations while building scalable processes, operational rigor, and repeatable frameworks that elevate both the customer experience and the effectiveness of the Contract Management organization.
Youâll partner closely with leaders across Customer Success, Sales, RevOps, Product, Legal, Finance, and Support to help shape how Ashby approaches renewals and long-term customer growth as we continue to scale upmarket.
As the Manager of Contract Management, youâll lead a team of global Startup Contract Managers responsible for renewal strategy, customer retention, and commercial partnership management across Ashbyâs customer base. Youâll act as a coach, operator, and strategic thought partner â helping the team grow their commercial acumen, negotiation capabilities, and customer judgment while also building scalable systems and processes that allow the organization to operate effectively at scale.
In this role, you will:
Lead and coach a team of 6 Startup Contract Managers (4 in America and 2 in EMEA) responsible for renewals, contract negotiations, and commercial partnership conversations. These individuals do high volume - about
Up-level team performance through thoughtful coaching, operational discipline, and skill development across negotiation strategy, forecasting, customer communication, and stakeholder management
Help build scalable renewal processes, systems, and operational workflows that improve efficiency while preserving a high-touch customer experience
Partner cross-functionally with Customer Success, Sales, Product, Finance, Legal, Support, and RevOps to align on customer strategy and commercial outcomes
Drive consistency in renewal execution, forecasting accuracy, CRM hygiene, and pricing governance across the team
Support the team in navigating complex negotiations involving procurement, legal, executive stakeholders, pricing transitions, and multi-product commercial conversations
Translate successful negotiation strategies and customer patterns into repeatable frameworks, playbooks, and enablement materials for the broader organization
Help shape the long-term vision and operational strategy for the Contract Management function as Ashby continues to scale
You have experience leading and developing high-performing customer-facing teams in a b2b SaaS environment. You know how to foster a culture centered around empathy, accountability, creativity, and transparency, while helping individuals grow through thoughtful coaching and continuous feedback.
You have deep experience managing or overseeing complex renewals, pricing conversations, and contract negotiations. You understand how to balance customer partnership with commercial integrity, and can coach teams through nuanced negotiation scenarios with confidence and sound judgment.
You understand how to proactively manage renewal risk, expansion opportunities, forecasting accuracy, and long-term account planning. You bring structure and discipline to renewal operations while remaining adaptable in dynamic customer situations.
You have experience building or improving scalable systems, workflows, and processes that allow teams to operate effectively at scale. You value operational excellence, data accuracy, and thoughtful process design.
You are comfortable partnering across Sales, Customer Success, Product, RevOps, Legal, Finance, and Support to align around customer needs, pricing strategy, and long-term business outcomes.
You are an excellent communicator who can navigate challenging conversations with empathy, professionalism, and clarity. You know how to build trust with both customers and internal stakeholders while maintaining transparency throughout the renewal process.
You donât rely solely on âwhat worked before.â You are thoughtful, adaptable, and solutions-oriented â able to navigate ambiguity and develop creative approaches to complex commercial challenges.
You are comfortable using data, trends, customer insights, and operational metrics to drive decision-making and improve both team performance and customer outcomes.
You communicate with clarity and empathy. You ask thoughtful questions, simplify complex concepts, and build trust through transparent communication.
You enjoy coaching. You see every negotiation, renewal, and customer interaction as an opportunity to help your team learn and grow.
You are highly operational. You value strong internal systems, accurate forecasting, clean data, and scalable process design.
You thrive in dynamic environments. You are energized by solving complex problems and adapting processes as the business evolves.
You balance customer advocacy with business integrity. You can empathize deeply with customer needs while confidently protecting Ashbyâs long-term commercial interests.
You are a strategic problem solver. You know how to navigate ambiguity, identify creative solutions, and align multiple stakeholders toward a shared outcome.
You enjoy building. You are excited about helping shape the future of the Contract Management organization and scaling its impact across Ashby.
You prefer highly rigid, unchanging processes and environments.
You are uncomfortable navigating pricing conversations, negotiations, or commercial ambiguity.
You prefer operating independently rather than through cross-functional collaboration and team development.
You are more interested in defining high-level strategy than owning execution alongside your team.
You avoid operational detail, forecasting rigor, or system/process improvement work.
You are uncomfortable balancing customer empathy with accountability and commercial discipline.
You prefer transactional customer interactions over long-term strategic partnership building.
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 easier to position and support in commercial conversations.
We believe deeply in pairing customer empathy with accountability and operational excellence.
We value thoughtful communication, principled decision-making, and strong ownership across every function.
We strongly believe that small teams with very talented people deliver significantly better outcomes than large teams with unclear ownership or low accountability.
We care deeply about helping customers succeed while also building a sustainable, scalable business.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication â weâll get into these and other values throughout the interview process.
At Ashby, our interview process is designed to help you show your best self while also giving you insight into how we operate as a team. The process typically includes:
Recruiter Screen - 30 minutes
Hiring Manager Interview - 45 minutes
Strategic Exercise - Take-home assignment
Final Round - 2 hours
Rather than a traditional panel interview with a large group, we structure our panel into a series of smaller conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting focused on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, how you work with sales, and dive into a product complexity exercise.
Youâll 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 shouldnât 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 âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashbyâs success hinges on hiring exceptional people and creating an environment where they can do their best work. Weâre being intentional about building that environment from the ground up, and we 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi, Iâm Alex https://www.linkedin.com/in/alexandragelinas/, Head of Contract Management (Renewals) at Ashby. Our Contract Management team plays a critical role in helping customers navigate renewal and commercial conversations thoughtfully, strategically, and with a high degree of trust. We are building a team that takes pride in delivering exceptional customer experiences while also protecting the long-term health of the business, and I am excited to be hiring a Manager of Contract Management (Renewals) to help scale and evolve this function.\n\nIn this role, youâll lead and develop a team of Startup Contract Managers responsible for guiding customers through renewals, pricing conversations, negotiations, and long-term partnership planning. A key part of this role is helping the team navigate increasingly complex commercial conversations while building scalable processes, operational rigor, and repeatable frameworks that elevate both the customer experience and the effectiveness of the Contract Management organization.\n\nYouâll partner closely with leaders across Customer Success, Sales, RevOps, Product, Legal, Finance, and Support to help shape how Ashby approaches renewals and long-term customer growth as we continue to scale upmarket.\n\n\n\n\nABOUT THE ROLE\n\nAs the Manager of Contract Management, youâll lead a team of global Startup Contract Managers responsible for renewal strategy, customer retention, and commercial partnership management across Ashbyâs customer base. Youâll act as a coach, operator, and strategic thought partner â helping the team grow their commercial acumen, negotiation capabilities, and customer judgment while also building scalable systems and processes that allow the organization to operate effectively at scale.\n\nIn this role, you will:\n\n - Lead and coach a team of 6 Startup Contract Managers (4 in America and 2 in EMEA) responsible for renewals, contract negotiations, and commercial partnership conversations. These individuals do high volume - about \n\n - Up-level team performance through thoughtful coaching, operational discipline, and skill development across negotiation strategy, forecasting, customer communication, and stakeholder management\n\n - Help build scalable renewal processes, systems, and operational workflows that improve efficiency while preserving a high-touch customer experience\n\n - Partner cross-functionally with Customer Success, Sales, Product, Finance, Legal, Support, and RevOps to align on customer strategy and commercial outcomes\n\n - Drive consistency in renewal execution, forecasting accuracy, CRM hygiene, and pricing governance across the team\n\n - Support the team in navigating complex negotiations involving procurement, legal, executive stakeholders, pricing transitions, and multi-product commercial conversations\n\n - Translate successful negotiation strategies and customer patterns into repeatable frameworks, playbooks, and enablement materials for the broader organization\n\n - Help shape the long-term vision and operational strategy for the Contract Management function as Ashby continues to scale\n\n\nROLE REQUIREMENTS\n\n\nTEAM LEADERSHIP & COACHING\n\nYou have experience leading and developing high-performing customer-facing teams in a b2b SaaS environment. You know how to foster a culture centered around empathy, accountability, creativity, and transparency, while helping individuals grow through thoughtful coaching and continuous feedback.\n\n\nCOMMERCIAL ACUMEN & NEGOTIATION STRATEGY\n\nYou have deep experience managing or overseeing complex renewals, pricing conversations, and contract negotiations. You understand how to balance customer partnership with commercial integrity, and can coach teams through nuanced negotiation scenarios with confidence and sound judgment.\n\n\nRENEWAL STRATEGY & FORECASTING\n\nYou understand how to proactively manage renewal risk, expansion opportunities, forecasting accuracy, and long-term account planning. You bring structure and discipline to renewal operations while remaining adaptable in dynamic customer situations.\n\n\nOPERATIONAL MINDSET\n\nYou have experience building or improving scalable systems, workflows, and processes that allow teams to operate effectively at scale. You value operational excellence, data accuracy, and thoughtful process design.\n\n\nCROSS-FUNCTIONAL COLLABORATION\n\nYou are comfortable partnering across Sales, Customer Success, Product, RevOps, Legal, Finance, and Support to align around customer needs, pricing strategy, and long-term business outcomes.\n\n\nCUSTOMER & EXECUTIVE COMMUNICATION\n\nYou are an excellent communicator who can navigate challenging conversations with empathy, professionalism, and clarity. You know how to build trust with both customers and internal stakeholders while maintaining transparency throughout the renewal process.\n\n\nPROBLEM-SOLVING ORIENTATION\n\nYou donât rely solely on âwhat worked before.â You are thoughtful, adaptable, and solutions-oriented â able to navigate ambiguity and develop creative approaches to complex commercial challenges.\n\n\nDATA-DRIVEN & STRATEGIC\n\nYou are comfortable using data, trends, customer insights, and operational metrics to drive decision-making and improve both team performance and customer outcomes.\n\n\n\n\nYOUâLL BE A GREAT FIT IF YOU:\n\n - You communicate with clarity and empathy. You ask thoughtful questions, simplify complex concepts, and build trust through transparent communication.\n\n - You enjoy coaching. You see every negotiation, renewal, and customer interaction as an opportunity to help your team learn and grow.\n\n - You are highly operational. You value strong internal systems, accurate forecasting, clean data, and scalable process design.\n\n - You thrive in dynamic environments. You are energized by solving complex problems and adapting processes as the business evolves.\n\n - You balance customer advocacy with business integrity. You can empathize deeply with customer needs while confidently protecting Ashbyâs long-term commercial interests.\n\n - You are a strategic problem solver. You know how to navigate ambiguity, identify creative solutions, and align multiple stakeholders toward a shared outcome.\n\n - You enjoy building. You are excited about helping shape the future of the Contract Management organization and scaling its impact across Ashby.\n\n\nYOU MIGHT NOT BE A FIT IF:\n\n - You prefer highly rigid, unchanging processes and environments.\n\n - You are uncomfortable navigating pricing conversations, negotiations, or commercial ambiguity.\n\n - You prefer operating independently rather than through cross-functional collaboration and team development.\n\n - You are more interested in defining high-level strategy than owning execution alongside your team.\n\n - You avoid operational detail, forecasting rigor, or system/process improvement work.\n\n - You are uncomfortable balancing customer empathy with accountability and commercial discipline.\n\n - You prefer transactional customer interactions over long-term strategic partnership building.\n\n\nOUR PHILOSOPHY\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to position and support in commercial conversations.\n\n - We believe deeply in pairing customer empathy with accountability and operational excellence.\n\n - We value thoughtful communication, principled decision-making, and strong ownership across every function.\n\n - We strongly believe that small teams with very talented people deliver significantly better outcomes than large teams with unclear ownership or low accountability.\n\n - We care deeply about helping customers succeed while also building a sustainable, scalable business.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication â weâll get into these and other values throughout the interview process.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our interview process is designed to help you show your best self while also giving you insight into how we operate as a team. The process typically includes:\n\n - Recruiter Screen - 30 minutes\n\n - Hiring Manager Interview - 45 minutes\n\n - Strategic Exercise - Take-home assignment\n\n - Final Round - 2 hours\n \n - Rather than a traditional panel interview with a large group, we structure our panel into a series of smaller conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting focused on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, how you work with sales, and dive into a product complexity exercise.\n\n\nBENEFITS\n\n - Youâll 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.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby - do it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n \n \n \n Ashbyâs success hinges on hiring exceptional people and creating an environment where they can do their best work. Weâre being intentional about building that environment from the ground up, and we hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"287cf227-c8a7-4f42-81c1-8b1e4de5a33d","title":"Mid Market Account Executive - EMEA (UKI)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}}],"publishedAt":"2026-07-17T17:45:49.415+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/287cf227-c8a7-4f42-81c1-8b1e4de5a33d","applyUrl":"https://jobs.ashbyhq.com/ashby/287cf227-c8a7-4f42-81c1-8b1e4de5a33d/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Doctolib, Alan, Mistral and Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
Nearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base,with well over 100 in France, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.
Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
We are seeking a Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) in the UKI region by managing the full sales cycle from pipeline generation through to closed-won.
In this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.
đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.
đ€ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.
âïž You're adept at competitive or evangelical selling in new or established markets.
đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.
đïž You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.
âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
â±ïž You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.
âïž You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.
âïž You are willing to travel at least 25% of the time for customer engagements and events.
đ€ You have 2+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities
đą You have experience selling complex platform technologies in a sales-led GTM motion
đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline
đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in English
đ€ You have sold to Talent or HR personas
âïž Prior B/SDR experience
đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.
đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.
đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.
đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.
đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.
Interview Process
Our interview process is designed so you can showcase your achievements and points of learning and apply those in a practical exercise. We'll provide you with Mid Market Account Executive info so you can develop a well informed perspective on our customer / sales motion. Youâll have opportunities to ask questions of our team throughout.
Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.
Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.
Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Steph Maclaurin] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.
Challenge Interview (90 min) - This will be made up of two parts:
Discovery and Demo Role Play (60 min)
Deal Strategy Discussion (30 min)
Unlimited PTO with four weeks recommended per year
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
ïżĄ/âŹ100/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)
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Doctolib, Alan, Mistral and Monday.com http://Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nNearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base,with well over 100 in France, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.\n\nAshby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here.\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n\n\n\n\nABOUT THIS ROLE\n\nWe are seeking a Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) in the UKI region by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - đ€ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.\n\n - âïž You're adept at competitive or evangelical selling in new or established markets.\n\n - đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.\n\n - đïž You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.\n\n - âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - â±ïž You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.\n\n - âïž You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.\n\n - âïž You are willing to travel at least 25% of the time for customer engagements and events.\n\n\nREQUIREMENTS:\n\n - đ€ You have 2+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities\n\n - đą You have experience selling complex platform technologies in a sales-led GTM motion\n\n - đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline\n\n - đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in English\n\n\nBONUS POINTS:\n\n - đ€ You have sold to Talent or HR personas\n\n - âïž Prior B/SDR experience\n\n\n\n\nYOU SHOULDN'T APPLY IF:\n\n - đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.\n\n - đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.\n\n - đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.\n\n - đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.\n\n - đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.\n\n\n\nInterview Process\n\nOur interview process is designed so you can showcase your achievements and points of learning and apply those in a practical exercise. We'll provide you with Mid Market Account Executive info so you can develop a well informed perspective on our customer / sales motion. Youâll have opportunities to ask questions of our team throughout.\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Steph Maclaurin https://www.linkedin.com/in/stephanie-maclaurin/] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - Unlimited PTO with four weeks recommended per year\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - ïżĄ/âŹ100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n \n \n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"fd86edd7-3af0-4977-a61a-215212c296fa","title":"Design Engineer - Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-06-12T21:11:08.658+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fd86edd7-3af0-4977-a61a-215212c296fa","applyUrl":"https://jobs.ashbyhq.com/ashby/fd86edd7-3af0-4977-a61a-215212c296fa/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"85713f4a-ad14-4edd-8c56-0065f5897551","title":"Design Engineer - Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2026-06-12T21:13:59.287+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/85713f4a-ad14-4edd-8c56-0065f5897551","applyUrl":"https://jobs.ashbyhq.com/ashby/85713f4a-ad14-4edd-8c56-0065f5897551/application","descriptionHtml":"Hi đđŸ Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
As weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.
Our engineering culture is motivated by Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\nAs weâve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"19c11d7d-ec39-4c24-8bf3-866508171b81","title":"Engagement Manager - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-16T18:29:27.001+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/19c11d7d-ec39-4c24-8bf3-866508171b81","applyUrl":"https://jobs.ashbyhq.com/ashby/19c11d7d-ec39-4c24-8bf3-866508171b81/application","descriptionHtml":"Hi, Iâm John and Iâm the Head of Professional Services at Ashby. 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 âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Engagement Manager! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.
As an Engagement Manager, you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.
You will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.
This is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.
Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby
Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities
Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer
Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities
Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing
Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team
Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches
Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.
Refine how and when services are introduced and scoped within the sales cycle
Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services
5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting
Strong ability to diagnose business processes and translate them into scalable technical solutions
Experience with complex, multi-stakeholder deals with meaningful implementation components
Comfort navigating collaboration with both pre-sales and post-sales teams
Excellent communication skills, with the ability to influence executives and align cross-functional teams
Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility
Increasing win rates, especially in the Enterprise
Clear alignment between scope, expectations, and customer outcomes
Reduced implementation friction and faster time-to-value
Improved customer confidence and sentiment at kickoff and early lifecycle
Stronger partnership between Sales, Professional Services, and Customer Success
Increased retention and expansion driven by successful customer outcomes
As we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.
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 Head of Professional Services (Hiring Manager)
45 min - Change Management Challenge
Final Round Part 1:
30 min - Interview with VP of Customer Success
30 min - Interview with our Global Head of Solutions Engineering
Final Round Part 2:
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ENGAGEMENT MANAGER - AMERICAS\n\nHi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Engagement Manager! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.\n\n\n\n\nABOUT THE ROLE\n\nAs an Engagement Manager, you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.\n\nYou will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.\n\nThis is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.\n\n\n\n\nWHAT YOUâLL DO\n\n\nDESIGN AND CLOSE SUCCESSFUL PROFESSIONAL SERVICES OPPORTUNITIES (PRE-SALES)\n\n - Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby\n\n - Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities\n\n - Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer\n\n - Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities\n\n - Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing\n\n\nCREATE CONTINUITY INTO DELIVERY (POST-SALES / EARLY LIFECYCLE)\n\n - Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team\n\n - Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches\n\n\nIMPROVE PROFESSIONAL SERVICES GTM MOTIONS\n\n - Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.\n\n - Refine how and when services are introduced and scoped within the sales cycle\n\n - Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services\n\n\nWHAT WEâRE LOOKING FOR\n\n - 5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting\n\n - Strong ability to diagnose business processes and translate them into scalable technical solutions\n\n - Experience with complex, multi-stakeholder deals with meaningful implementation components\n\n - Comfort navigating collaboration with both pre-sales and post-sales teams\n\n - Excellent communication skills, with the ability to influence executives and align cross-functional teams\n\n - Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility\n\n\nWHAT SUCCESS LOOKS LIKE\n\n - Increasing win rates, especially in the Enterprise\n\n - Clear alignment between scope, expectations, and customer outcomes\n\n - Reduced implementation friction and faster time-to-value\n\n - Improved customer confidence and sentiment at kickoff and early lifecycle\n\n - Stronger partnership between Sales, Professional Services, and Customer Success\n\n - Increased retention and expansion driven by successful customer outcomes\n\n\nWHY THIS ROLE MATTERS\n\nAs we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.\n\n\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Head of Professional Services (Hiring Manager)\n\n - 45 min - Change Management Challenge\n\n - Final Round Part 1:\n \n - 30 min - Interview with VP of Customer Success\n \n - 30 min - Interview with our Global Head of Solutions Engineering\n\n - Final Round Part 2:\n \n - 30 min - Interview with CEO\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"1cf7c730-caba-4fc3-8b98-52a0735ef14b","title":"Strategic Customer Success Manager - EMEA","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[],"publishedAt":"2026-07-03T00:19:40.901+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/1cf7c730-caba-4fc3-8b98-52a0735ef14b","applyUrl":"https://jobs.ashbyhq.com/ashby/1cf7c730-caba-4fc3-8b98-52a0735ef14b/application","descriptionHtml":"Hi, Iâm Loren, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space.
Our Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. Weâre thrilled to be hiring our next CSM in EMEA as we continue to grow the team.
In this role, youâll partner with Ashbyâs largest and most complex customers, focusing on driving product adoption, customer health, and long-term value. Youâll help shape how we support a diverse set of enterprise customers, from high-growth teams to public companies.
Ashby is powerful and highly configurable, requiring depth of understanding. Youâll develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.
Role Requirements
You have a strong track record of customer success experience in B2B SaaS (at least five years), supporting enterprise customers on complex, configurable products, and driving enablement that improves product adoption and long-term customer outcomes.
You're excited to own a strategic book of enterprise customers ~20 strategic customers, exceeding $2m in total ARR. You consistently improve the quality of strategic partnerships through multi-threaded relationships and proactive ownership of customer health.
You have experience working closely with cross-functional partners across Sales, Product, Support, and Operations, aligning communication across stakeholder groups to deliver cohesive customer outcomes.
You love becoming a product and industry expert. You create âAh ha!â moments by tailoring configuration, driving product adoption, and crafting training to address a customerâs specific challenges so they achieve their intended business outcomes.
Youâve worked with technically complex products and show strong curiosity to explore details and understand how things work, enabling you to anticipate risk patterns and proactively support customers through evolving workflows and requirements.
You Should Apply If:
đŁ 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 to a range of stakeholders..
đ§ 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.
âïžYou thrive in complexity. Ashby is powerful and highly configurable; youâre energized by learning a product with depth, and you can translate that knowledge into practical, creative solutions for your customers.
đ§âđ« Youâre excited to help shape a new segment. Our Strategic customer motion is still evolving; youâll be iterating on playbooks, learning and sharing what works, and turning those insights into repeatable processes for the team.
đ Your peers describe you as detail oriented. You send crisp follow-up emails, on time. You take pride in internal operations, including timely and accurate CRM updates.
đ You are always looking for ways to improve your work through data. You use signals and insights to reflect on whatâs working, spot risks, and adjust your approach.
đ„You may have been a recruiter, hiring manager, or interviewer before. That experience helps you quickly connect Ashbyâs workflows to real-world hiring problems (though itâs not required).
Why you shouldnât apply:
You prefer managing a broad, high-volume book of business (if so, see our Mid-Market or Startup roles).
You're interested in managing customer accounts with infrequent and well-defined touchpoints, instead of adaptive, ongoing partnerships required for strategic partnerships.
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.
Youâre not excited by getting into the details. If diving into reporting nuances, workflow configuration, or hands-on change management with customers feels too granular or operational, this role likely isnât the right fit.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/.
We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are already working with thousands of amazing companies, including Opendoor, Plaid, Airtable, Snyk, Benchling and SalesLoft.
Weâve built an incredible team and exceptional product over the past few years, and we are truly just getting started. In short, this is the perfect time to join đ
Our interview process is thorough â 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
Mock Customer Call - 45 Minutes
Final Round - 1 hour
Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Private medical insurance, dependent on your region.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Iâm Loren https://www.linkedin.com/in/lfoseid/, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space. \n\nOur Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. Weâre thrilled to be hiring our next CSM in EMEA as we continue to grow the team.\n\nIn this role, youâll partner with Ashbyâs largest and most complex customers, focusing on driving product adoption, customer health, and long-term value. Youâll help shape how we support a diverse set of enterprise customers, from high-growth teams to public companies.\n\nAshby is powerful and highly configurable, requiring depth of understanding. Youâll develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.\n\nRole Requirements\n\n - You have a strong track record of customer success experience in B2B SaaS (at least five years), supporting enterprise customers on complex, configurable products, and driving enablement that improves product adoption and long-term customer outcomes.\n\n - You're excited to own a strategic book of enterprise customers ~20 strategic customers, exceeding $2m in total ARR. You consistently improve the quality of strategic partnerships through multi-threaded relationships and proactive ownership of customer health.\n\n - You have experience working closely with cross-functional partners across Sales, Product, Support, and Operations, aligning communication across stakeholder groups to deliver cohesive customer outcomes.\n\n - You love becoming a product and industry expert. You create âAh ha!â moments by tailoring configuration, driving product adoption, and crafting training to address a customerâs specific challenges so they achieve their intended business outcomes.\n\n - Youâve worked with technically complex products and show strong curiosity to explore details and understand how things work, enabling you to anticipate risk patterns and proactively support customers through evolving workflows and requirements.\n\nYou Should Apply If:\n\n - đŁ 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 to a range of stakeholders..\n\n - đ§ 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.\n\n - âïžYou thrive in complexity. Ashby is powerful and highly configurable; youâre energized by learning a product with depth, and you can translate that knowledge into practical, creative solutions for your customers.\n\n - đ§âđ« Youâre excited to help shape a new segment. Our Strategic customer motion is still evolving; youâll be iterating on playbooks, learning and sharing what works, and turning those insights into repeatable processes for the team.\n\n - đ Your peers describe you as detail oriented. You send crisp follow-up emails, on time. You take pride in internal operations, including timely and accurate CRM updates.\n\n - đ You are always looking for ways to improve your work through data. You use signals and insights to reflect on whatâs working, spot risks, and adjust your approach.\n\n - đ„You may have been a recruiter, hiring manager, or interviewer before. That experience helps you quickly connect Ashbyâs workflows to real-world hiring problems (though itâs not required).\n\nWhy you shouldnât apply:\n\n - You prefer managing a broad, high-volume book of business (if so, see our Mid-Market or Startup roles).\n\n - You're interested in managing customer accounts with infrequent and well-defined touchpoints, instead of adaptive, ongoing partnerships required for strategic partnerships.\n\n - 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.\n\n - Youâre not excited by getting into the details. If diving into reporting nuances, workflow configuration, or hands-on change management with customers feels too granular or operational, this role likely isnât the right fit.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/. \n\nWe are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are already working with thousands of amazing companies, including Opendoor, Plaid, Airtable, Snyk, Benchling and SalesLoft.\n\nWeâve built an incredible team and exceptional product over the past few years, and we are truly just getting started. In short, this is the perfect time to join đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call with Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45 Minutes\n\n - Mock Customer Call - 45 Minutes\n\n - Final Round - 1 hour\n \n - Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.\n\n\nBENEFITS\n\n - Youâll 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.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - Private medical insurance, dependent on your region.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"38281574-0880-473a-a4f1-bfbb7eedfa18","title":"Mid-Market Customer Success Manager - Americas","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-06-24T17:01:01.324+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/38281574-0880-473a-a4f1-bfbb7eedfa18","applyUrl":"https://jobs.ashbyhq.com/ashby/38281574-0880-473a-a4f1-bfbb7eedfa18/application","descriptionHtml":"Hi, Iâm Denise, and Iâm the Head of High-Touch (Mid-Market) Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional customer experience for our high-touch customer segment, which primarily supports mid-market and growth-stage organizations. Iâm excited to be hiring our next CSM as we continue expanding globally.
As a member of our Customer Success team, you will help us continue to grow our High-Touch Customer Success function. In this role, youâll partner closely with customers to drive adoption, deliver strategic guidance, conduct product trainings and partnership reviews, and identify opportunities for expanded use cases and long-term value realization. Youâll also collaborate with a talented group of CSMs across the High-Touch team to continuously evolve how we support companies ranging from high-growth startups to public enterprises.
Ashby is designed to be powerful and flexible, allowing customers to tailor the platform to their unique hiring processes and workflows. Because of this, there is a lot to learn. You will become both a product and domain expert, enabling customers to make the most of Ashby and drive hiring excellence across their organizations.
Role Requirements:
You have a strong track record of Customer Success experience in B2B SaaS (at least two years), supporting customers through the adoption and long-term optimization of complex technologies. You enjoy building trusted partnerships with customers and helping them realize measurable value throughout the customer lifecycle.
You have experience managing a portfolio of approximately 60 mid-market customers with over $1.5M in total ARR. Youâre comfortable balancing proactive engagement across a broad book of business while building strong relationships with a diverse set of stakeholders to drive adoption, retention, and growth.
You have experience partnering cross-functionally with teams such as Sales, Marketing, Product, Support, and Operations to advocate for customer needs and deliver a seamless customer experience.
You enjoy becoming a product expert and have demonstrated this in previous Customer Success roles. You create âahaâ moments by tailoring trainings, workflow guidance, and strategic recommendations to each customerâs unique goals and challenges.
Youâve worked with technically complex products and bring strong curiosity and problem-solving skills to understanding how systems, workflows, and integrations operate in practice
You Should Apply If:
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ§ You are a great listener. You see your role as providing the voice of the customer to internal stakeholders so we can ensure that our product roadmap continues delivering value.
đYou enjoy working with a larger book of varied customers, and can effectively prioritise your time to make the biggest impact.
𧩠Youâre energized by learning and supporting a complex product. You enjoy diving deep into technical details, navigating advanced configurations, and data workflows, and you enjoy helping customers make sense of them.
đ§âđ« You love to teach. Whether itâs a complex report to a very tenured data analyst, or a workflow to a brand new recruiter, who is new to SaaS tools, you see every teaching moment as an opportunity.
đ Your peers describe you as detail oriented. You obsess over sending crisp follow-up emails, on time. You take pride in internal operations, like real-time CRM updates.
âĄïž You move fast. You leverage tools/technology to maximize your time. You are at home managing a wide range of customers, and prioritizing effectively.
đșïž You're energized by an ever-improving work environment. Our team is growing, and continually iterating on processes - we live by our Operating Principle of \"Implement Continuous Improvement\"
đ You are always looking for ways to improve your work through data.
Why you shouldnât apply:
You thrive with a smaller, more focused book of customers,. Our Mid-Market CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.
You're interested in managing customer accounts with 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 our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay.
Youâre 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 feels âbeneath youâ, this job isnât going to be for you.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
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. Weâll share more details once we meet. In short, it's the perfect time to join! đ
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
Mock Customer Call - 45 Minutes
Final Round - 1 hour
Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.
Youâll 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 shouldnât 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 âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Iâm Denise https://www.linkedin.com/in/deniseeures/, and Iâm the Head of High-Touch (Mid-Market) Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional customer experience for our high-touch customer segment, which primarily supports mid-market and growth-stage organizations. Iâm excited to be hiring our next CSM as we continue expanding globally.\n\nAs a member of our Customer Success team, you will help us continue to grow our High-Touch Customer Success function. In this role, youâll partner closely with customers to drive adoption, deliver strategic guidance, conduct product trainings and partnership reviews, and identify opportunities for expanded use cases and long-term value realization. Youâll also collaborate with a talented group of CSMs across the High-Touch team to continuously evolve how we support companies ranging from high-growth startups to public enterprises.\n\nAshby is designed to be powerful and flexible, allowing customers to tailor the platform to their unique hiring processes and workflows. Because of this, there is a lot to learn. You will become both a product and domain expert, enabling customers to make the most of Ashby and drive hiring excellence across their organizations.\n\nRole Requirements:\n\n - You have a strong track record of Customer Success experience in B2B SaaS (at least two years), supporting customers through the adoption and long-term optimization of complex technologies. You enjoy building trusted partnerships with customers and helping them realize measurable value throughout the customer lifecycle.\n\n - You have experience managing a portfolio of approximately 60 mid-market customers with over $1.5M in total ARR. Youâre comfortable balancing proactive engagement across a broad book of business while building strong relationships with a diverse set of stakeholders to drive adoption, retention, and growth.\n\n - You have experience partnering cross-functionally with teams such as Sales, Marketing, Product, Support, and Operations to advocate for customer needs and deliver a seamless customer experience.\n\n - You enjoy becoming a product expert and have demonstrated this in previous Customer Success roles. You create âahaâ moments by tailoring trainings, workflow guidance, and strategic recommendations to each customerâs unique goals and challenges.\n\n - Youâve worked with technically complex products and bring strong curiosity and problem-solving skills to understanding how systems, workflows, and integrations operate in practice\n\nYou Should Apply If:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. \n\n - đ§ You are a great listener. You see your role as providing the voice of the customer to internal stakeholders so we can ensure that our product roadmap continues delivering value.\n\n - đYou enjoy working with a larger book of varied customers, and can effectively prioritise your time to make the biggest impact.\n\n - 𧩠Youâre energized by learning and supporting a complex product. You enjoy diving deep into technical details, navigating advanced configurations, and data workflows, and you enjoy helping customers make sense of them.\n\n - đ§âđ« You love to teach. Whether itâs a complex report to a very tenured data analyst, or a workflow to a brand new recruiter, who is new to SaaS tools, you see every teaching moment as an opportunity.\n\n - đ Your peers describe you as detail oriented. You obsess over sending crisp follow-up emails, on time. You take pride in internal operations, like real-time CRM updates.\n\n - âĄïž You move fast. You leverage tools/technology to maximize your time. You are at home managing a wide range of customers, and prioritizing effectively.\n\n - đșïž You're energized by an ever-improving work environment. Our team is growing, and continually iterating on processes - we live by our Operating Principle of \"Implement Continuous Improvement\"\n\n - đ You are always looking for ways to improve your work through data.\n\nWhy you shouldnât apply:\n\n - You thrive with a smaller, more focused book of customers,. Our Mid-Market CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.\n\n - You're interested in managing customer accounts with well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)\n\n - 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 our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay.\n\n - Youâre 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 feels âbeneath youâ, this job isnât going to be for you.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur 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:\n\n - Intro Call with Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45 Minutes\n\n - Mock Customer Call - 45 Minutes\n\n - Final Round - 1 hour\n \n - Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.\n\n\nBENEFITS\n\n - Youâll 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.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby - do it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"cf34cf62-5348-4bd5-bd8c-22a77467162d","title":"Product Support Engineer - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Australia","secondaryLocations":[{"location":"New Zealand","address":{"postalAddress":{"addressCountry":"New Zealand"}}},{"location":"Singapore","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-06-03T20:06:54.537+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/cf34cf62-5348-4bd5-bd8c-22a77467162d","applyUrl":"https://jobs.ashbyhq.com/ashby/cf34cf62-5348-4bd5-bd8c-22a77467162d/application","descriptionHtml":"Iâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring a Support Engineer in APAC đ
Weâre expanding our global Support team to provide 24/7 coverage across time zones. Youâll join a global team while establishing the technical Support Engineering presence in APAC, with the ownership and visibility that come from being its first Support Engineer in the region. We staff across regions rather than relying on on-call rotations; weâll discuss the specific schedule for this opening during the process.
Weâre hiring for both Product Support Specialist and Product Support Engineer roles.
Support Specialist owns cases and customer communication end-to-end. Troubleshoots complex issues by navigating internal tooling â audit logs, user experience testing, and API testing â to help customers reach successful outcomes.
Support Engineering serves as the escalation point between Support Specialists and Product Engineering. Owns integrations, supports data mapping and data migrations for customers, and resolves escalated tickets that don't require product code changes.
Please choose the role that best reflects your experience and interests rather than applying to both. If another Support role seems like a closer match, weâll consider that in our review.
Support Engineering is the technical layer between frontline Support and Engineering. Youâll take on complex issues involving integrations, APIs, permissions, data, reporting, migrations, and workflowsâusing application behavior, logs, databases, and customer context to determine whether an issue can be resolved through Support or represents a product defect.
Youâll investigate issues end to end using tools such as Plain, GitHub, Datadog, databases, and the codebase. You wonât write the fix; youâll give Engineering a well-validated escalation with reproduction steps, relevant evidence, customer impact, and a root-cause hypothesis when possible. Youâll also identify recurring issues, improve documentation and enablement, and partner with Product and Engineering on improvements. As Ashbyâs first Support Engineer in APAC, youâll help define how the global team collaborates across time zones, build practical handoffs with EMEA and AMER, and bring APAC customer context into how we scale Support Engineering.
Own complex technical issues from intake through resolution or escalation, investigating APIs, integrations, logs, data, configuration, and workflows to determine whether Support can resolve them or Engineering should be involved.
Set a high bar for complex technical investigations and ensure Engineering receives clear, actionable, well-validated product issues.
Build trusted working relationships with frontline Support, Engineering, Product, Customer Success, and customers.
Identify recurring problems and turn them into documentation, enablement, tooling, process improvements, or product feedback.
Partner with Product and Engineering on recurring product improvements by synthesizing customer patterns, validating defects, and sharing the technical context needed to choose between a product change, documentation, tooling, or process improvement.
Build the APAC coverage and handoff model with teammates in EMEA and AMER, while bringing regional customer patterns to the global Support Engineering team.
Track and improve the outcomes that matter: resolution speed, escalation quality, fewer avoidable Engineering escalations, frontline self-sufficiency, reduced customer effort, and customer confidence.
Youâve worked in a hands-on, customer-centric technical role where you independently investigate ambiguous issues involving APIs, integrations, logs, data, and application behavior.
Youâre comfortable moving between customer conversations, APIs, logs, databases, product behavior, and code-level context to find root causes.
You can distinguish a configuration, data, documentation, or enablement issue from a true product defectâand explain your reasoning clearly.
You write precise investigations that others can quickly understand and act on, and communicate thoughtfully with technical and non-technical audiences across time zones.
You naturally look beyond the immediate ticket and improve the systems around it through documentation, enablement, tooling, or process design.
You want to be the first technical owner for APAC and are energized by building structure across a broad set of time zones within a global team.
Youâre looking primarily for a high-volume support role centered on predefined troubleshooting steps, rather than open-ended technical investigation and ownership.
Most of your experience is in internal IT, help desk, endpoint, hardware, network, infrastructure, cloud operations, systems administration, infrastructure maintenance, or service deploymentâand you havenât worked extensively with customer-centric SaaS applications, APIs, logs, or data-backed troubleshooting.
You prefer to pass difficult issues to another team rather than reproduce, investigate, and explain them yourself.
Youâre looking for a role focused mainly on writing production code; this role diagnoses and escalates bugs but does not own code changes.
You prefer clear-cut problems and predefined answers over working through ambiguity with careful documentation, focused questions, and evidence-based decisions.
You want a narrowly defined role without regional operating ownership or projects that improve how the broader Support team works.
Ashby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com.
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical reasoning, communication precision, and ownership.
Intro call with Recruiting â 30 min
Take-home assessment â 5 days to complete
Hiring Manager interview â 45â60 min
Virtual onsite â 120 min
Meet the team â 30 min
Technical & integration skills â 45 min
CS and Support leadership â 30 min
Closing questions â 15 min
Your onboarding will combine Ashby-wide product and company training with a Support Engineering-specific ramp plan. Youâll learn the product and support workflow, get familiar with the tools and systems used for technical investigations, and build relationships across Support, Product, and Engineering. With support from your manager and onboarding buddy, youâll take on increasingly complex investigations as you build context, with regular check-ins throughout your first 90 days.
Benefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
A $1,200 annual learning and professional-development budget.
A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.
Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HELLO!\n\nIâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring a Support Engineer in APAC đ\n\nWeâre expanding our global Support team to provide 24/7 coverage across time zones. Youâll join a global team while establishing the technical Support Engineering presence in APAC, with the ownership and visibility that come from being its first Support Engineer in the region. We staff across regions rather than relying on on-call rotations; weâll discuss the specific schedule for this opening during the process.\n\n\n\n\nNOT SURE WHICH SUPPORT ROLE IS RIGHT FOR YOU?\n\nWeâre hiring for both Product Support Specialist and Product Support Engineer roles. \n\n - Support Specialist owns cases and customer communication end-to-end. Troubleshoots complex issues by navigating internal tooling â audit logs, user experience testing, and API testing â to help customers reach successful outcomes.\n\n - Support Engineering serves as the escalation point between Support Specialists and Product Engineering. Owns integrations, supports data mapping and data migrations for customers, and resolves escalated tickets that don't require product code changes.\n\nPlease choose the role that best reflects your experience and interests rather than applying to both. If another Support role seems like a closer match, weâll consider that in our review.\n\n\n\n\nABOUT THE ROLE\n\nSupport Engineering is the technical layer between frontline Support and Engineering. Youâll take on complex issues involving integrations, APIs, permissions, data, reporting, migrations, and workflowsâusing application behavior, logs, databases, and customer context to determine whether an issue can be resolved through Support or represents a product defect.\n\nYouâll investigate issues end to end using tools such as Plain, GitHub, Datadog, databases, and the codebase. You wonât write the fix; youâll give Engineering a well-validated escalation with reproduction steps, relevant evidence, customer impact, and a root-cause hypothesis when possible. Youâll also identify recurring issues, improve documentation and enablement, and partner with Product and Engineering on improvements. As Ashbyâs first Support Engineer in APAC, youâll help define how the global team collaborates across time zones, build practical handoffs with EMEA and AMER, and bring APAC customer context into how we scale Support Engineering.\n\n\n\n\nWHAT YOUâLL OWN:\n\n - Own complex technical issues from intake through resolution or escalation, investigating APIs, integrations, logs, data, configuration, and workflows to determine whether Support can resolve them or Engineering should be involved.\n\n - Set a high bar for complex technical investigations and ensure Engineering receives clear, actionable, well-validated product issues.\n\n - Build trusted working relationships with frontline Support, Engineering, Product, Customer Success, and customers.\n\n - Identify recurring problems and turn them into documentation, enablement, tooling, process improvements, or product feedback.\n\n - Partner with Product and Engineering on recurring product improvements by synthesizing customer patterns, validating defects, and sharing the technical context needed to choose between a product change, documentation, tooling, or process improvement.\n\n - Build the APAC coverage and handoff model with teammates in EMEA and AMER, while bringing regional customer patterns to the global Support Engineering team.\n\n - Track and improve the outcomes that matter: resolution speed, escalation quality, fewer avoidable Engineering escalations, frontline self-sufficiency, reduced customer effort, and customer confidence.\n\n\nYOU SHOULD APPLY IF:\n\n - Youâve worked in a hands-on, customer-centric technical role where you independently investigate ambiguous issues involving APIs, integrations, logs, data, and application behavior.\n\n - Youâre comfortable moving between customer conversations, APIs, logs, databases, product behavior, and code-level context to find root causes.\n\n - You can distinguish a configuration, data, documentation, or enablement issue from a true product defectâand explain your reasoning clearly.\n\n - You write precise investigations that others can quickly understand and act on, and communicate thoughtfully with technical and non-technical audiences across time zones.\n\n - You naturally look beyond the immediate ticket and improve the systems around it through documentation, enablement, tooling, or process design.\n\n - You want to be the first technical owner for APAC and are energized by building structure across a broad set of time zones within a global team.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Youâre looking primarily for a high-volume support role centered on predefined troubleshooting steps, rather than open-ended technical investigation and ownership.\n\n - Most of your experience is in internal IT, help desk, endpoint, hardware, network, infrastructure, cloud operations, systems administration, infrastructure maintenance, or service deploymentâand you havenât worked extensively with customer-centric SaaS applications, APIs, logs, or data-backed troubleshooting.\n\n - You prefer to pass difficult issues to another team rather than reproduce, investigate, and explain them yourself.\n\n - Youâre looking for a role focused mainly on writing production code; this role diagnoses and escalates bugs but does not own code changes.\n\n - You prefer clear-cut problems and predefined answers over working through ambiguity with careful documentation, focused questions, and evidence-based decisions.\n\n - You want a narrowly defined role without regional operating ownership or projects that improve how the broader Support team works.\n\n\n\n\nABOUT ASHBY\n\nAshby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com https://www.ashbyhq.com/.\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical reasoning, communication precision, and ownership.\n\n - Intro call with Recruiting â 30 min\n\n - Take-home assessment â 5 days to complete\n\n - Hiring Manager interview â 45â60 min\n\n - Virtual onsite â 120 min\n \n - Meet the team â 30 min\n \n - Technical & integration skills â 45 min\n \n - CS and Support leadership â 30 min\n \n - Closing questions â 15 min\n\n\n\n\nONBOARDING\n\nYour onboarding will combine Ashby-wide product and company training with a Support Engineering-specific ramp plan. Youâll learn the product and support workflow, get familiar with the tools and systems used for technical investigations, and build relationships across Support, Product, and Engineering. With support from your manager and onboarding buddy, youâll take on increasingly complex investigations as you build context, with regular check-ins throughout your first 90 days.\n\n\n\n\nBENEFITS\n\nBenefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - A $1,200 annual learning and professional-development budget.\n\n - A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.\n\n - Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"2d03f0fe-2f3c-4c8e-9b89-7c6a35f9e7a4","title":"Product Support Engineer - EMEA","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}}],"publishedAt":"2026-09-14T19:10:19.272+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2d03f0fe-2f3c-4c8e-9b89-7c6a35f9e7a4","applyUrl":"https://jobs.ashbyhq.com/ashby/2d03f0fe-2f3c-4c8e-9b89-7c6a35f9e7a4/application","descriptionHtml":"Iâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring our first Product Support Engineer in EMEA đ
Weâre expanding our global Support team to provide 24/7 coverage across time zones. Youâll join a global team while establishing the technical Support Engineering presence in EMEA, with the ownership and visibility that come from being its first Support Engineer across European time zones. We staff across regions rather than relying on on-call rotations; weâll discuss the specific schedule for this opening during the process.
Weâre hiring for both Product Support Specialist and Product Support Engineer roles.
Support Specialist owns cases and customer communication end-to-end. Troubleshoots complex issues by navigating internal tooling â audit logs, user experience testing, and API testing â to help customers reach successful outcomes.
Support Engineering serves as the escalation point between Support Specialists and Product Engineering. Owns integrations, supports data mapping and data migrations for customers, and resolves escalated tickets that don't require product code changes.
Please choose the role that best reflects your experience and interests rather than applying to both. If another Support role seems like a closer match, weâll consider that in our review.
Support Engineering is the technical layer between frontline Support and Engineering. Youâll take on complex issues involving integrations, APIs, permissions, data, reporting, migrations, and workflowsâusing application behavior, logs, databases, and customer context to determine whether an issue can be resolved through Support or represents a product defect.
Youâll investigate issues end to end using tools such as Plain, GitHub, Datadog, databases, and the codebase. You wonât write the fix; youâll give Engineering a well-validated escalation with reproduction steps, relevant evidence, customer impact, and a root-cause hypothesis when possible. Youâll also identify recurring issues, improve documentation and enablement, and partner with Product and Engineering on improvements. As Ashbyâs first Support Engineer in EMEA, youâll establish regional operating practices and handoff norms across European time zones while bringing EMEA customer patterns to a global team.
Own complex technical issues from intake through resolution or escalationâinvestigating APIs, integrations, logs, data, configuration, and workflows to determine whether Support can resolve them or Engineering should be involved.
Set a high bar for complex technical investigations and ensure Engineering receives clear, actionable, well-validated product issues.
Build trusted working relationships with frontline Support, Engineering, Product, Customer Success, and customers.
Identify recurring problems and turn them into documentation, enablement, tooling, process improvements, or product feedback.
Partner with Product and Engineering on recurring product improvements by synthesizing customer patterns, validating defects, and sharing the technical context needed to choose between a product change, documentation, tooling, or process improvement.
Establish EMEA coverage, handoff, and operating practices across European time zones while bringing regional customer patterns to the global Support Engineering team.
Track and improve the outcomes that matter: resolution speed, escalation quality, fewer avoidable Engineering escalations, frontline self-sufficiency, reduced customer effort, and customer confidence.
Youâve worked in a hands-on, customer-centric technical role where you independently investigate ambiguous issues involving APIs, integrations, logs, data, and application behavior.
Youâre comfortable moving between customer conversations, APIs, logs, databases, product behavior, and code-level context to find root causes.
You can distinguish a configuration, data, documentation, or enablement issue from a true product defectâand explain your reasoning clearly.
You write precise investigations that others can quickly understand and act on, and communicate thoughtfully with technical and non-technical audiences across time zones.
You naturally look beyond the immediate ticket and improve the systems around it through documentation, enablement, tooling, or process design.
You want to be the first technical owner for EMEA and are energized by building regional structure within a global team.
Youâre looking primarily for a high-volume support role centered on predefined troubleshooting steps, rather than open-ended technical investigation and ownership.
Most of your experience is in internal IT, help desk, endpoint, hardware, network, infrastructure, cloud operations, systems administration, infrastructure maintenance, or service deploymentâand you havenât worked extensively with customer-centric SaaS applications, APIs, logs, or data-backed troubleshooting.
You prefer to pass difficult issues to another team rather than reproduce, investigate, and explain them yourself.
Youâre looking for a role focused mainly on writing production code; this role diagnoses and escalates bugs but does not own code changes.
You prefer clear-cut problems and predefined answers over working through ambiguity with careful documentation, focused questions, and evidence-based decisions.
You want a narrowly defined role without regional operating ownership or projects that improve how the broader Support team works.
Ashby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com.
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical reasoning, communication precision, and ownership.
Intro call with Recruiting â 30 min
Take-home assessment â 5 days to complete
Hiring Manager interview â 45â60 min
Virtual onsite â 120 min
Meet the team â 30 min
Technical & integration skills â 45 min
CS and Support leadership â 30 min
Closing questions â 15 min
Your onboarding will combine Ashby-wide product and company training with a Support Engineering-specific ramp plan. Youâll learn the product and support workflow, get familiar with the tools and systems used for technical investigations, and build relationships across Support, Product, and Engineering. With support from your manager and onboarding buddy, youâll take on increasingly complex investigations as you build context, with regular check-ins throughout your first 90 days.
Benefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
A $1,200 annual learning and professional-development budget.
A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.
Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HELLO!\n\nIâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring our first Product Support Engineer in EMEA đ \n\nWeâre expanding our global Support team to provide 24/7 coverage across time zones. Youâll join a global team while establishing the technical Support Engineering presence in EMEA, with the ownership and visibility that come from being its first Support Engineer across European time zones. We staff across regions rather than relying on on-call rotations; weâll discuss the specific schedule for this opening during the process.\n\n\n\n\nNOT SURE WHICH SUPPORT ROLE IS RIGHT FOR YOU?\n\nWeâre hiring for both Product Support Specialist and Product Support Engineer roles. \n\n - Support Specialist owns cases and customer communication end-to-end. Troubleshoots complex issues by navigating internal tooling â audit logs, user experience testing, and API testing â to help customers reach successful outcomes.\n\n - Support Engineering serves as the escalation point between Support Specialists and Product Engineering. Owns integrations, supports data mapping and data migrations for customers, and resolves escalated tickets that don't require product code changes.\n\nPlease choose the role that best reflects your experience and interests rather than applying to both. If another Support role seems like a closer match, weâll consider that in our review.\n\n\n\n\nABOUT THE ROLE\n\nSupport Engineering is the technical layer between frontline Support and Engineering. Youâll take on complex issues involving integrations, APIs, permissions, data, reporting, migrations, and workflowsâusing application behavior, logs, databases, and customer context to determine whether an issue can be resolved through Support or represents a product defect.\n\nYouâll investigate issues end to end using tools such as Plain, GitHub, Datadog, databases, and the codebase. You wonât write the fix; youâll give Engineering a well-validated escalation with reproduction steps, relevant evidence, customer impact, and a root-cause hypothesis when possible. Youâll also identify recurring issues, improve documentation and enablement, and partner with Product and Engineering on improvements. As Ashbyâs first Support Engineer in EMEA, youâll establish regional operating practices and handoff norms across European time zones while bringing EMEA customer patterns to a global team.\n\n\n\n\nWHAT YOUâLL OWN\n\n - Own complex technical issues from intake through resolution or escalationâinvestigating APIs, integrations, logs, data, configuration, and workflows to determine whether Support can resolve them or Engineering should be involved.\n\n - Set a high bar for complex technical investigations and ensure Engineering receives clear, actionable, well-validated product issues.\n\n - Build trusted working relationships with frontline Support, Engineering, Product, Customer Success, and customers.\n\n - Identify recurring problems and turn them into documentation, enablement, tooling, process improvements, or product feedback.\n\n - Partner with Product and Engineering on recurring product improvements by synthesizing customer patterns, validating defects, and sharing the technical context needed to choose between a product change, documentation, tooling, or process improvement.\n\n - Establish EMEA coverage, handoff, and operating practices across European time zones while bringing regional customer patterns to the global Support Engineering team.\n\n - Track and improve the outcomes that matter: resolution speed, escalation quality, fewer avoidable Engineering escalations, frontline self-sufficiency, reduced customer effort, and customer confidence.\n\n\nYOU SHOULD APPLY IF:\n\n - Youâve worked in a hands-on, customer-centric technical role where you independently investigate ambiguous issues involving APIs, integrations, logs, data, and application behavior.\n\n - Youâre comfortable moving between customer conversations, APIs, logs, databases, product behavior, and code-level context to find root causes.\n\n - You can distinguish a configuration, data, documentation, or enablement issue from a true product defectâand explain your reasoning clearly.\n\n - You write precise investigations that others can quickly understand and act on, and communicate thoughtfully with technical and non-technical audiences across time zones.\n\n - You naturally look beyond the immediate ticket and improve the systems around it through documentation, enablement, tooling, or process design.\n\n - You want to be the first technical owner for EMEA and are energized by building regional structure within a global team.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Youâre looking primarily for a high-volume support role centered on predefined troubleshooting steps, rather than open-ended technical investigation and ownership.\n\n - Most of your experience is in internal IT, help desk, endpoint, hardware, network, infrastructure, cloud operations, systems administration, infrastructure maintenance, or service deploymentâand you havenât worked extensively with customer-centric SaaS applications, APIs, logs, or data-backed troubleshooting.\n\n - You prefer to pass difficult issues to another team rather than reproduce, investigate, and explain them yourself.\n\n - Youâre looking for a role focused mainly on writing production code; this role diagnoses and escalates bugs but does not own code changes.\n\n - You prefer clear-cut problems and predefined answers over working through ambiguity with careful documentation, focused questions, and evidence-based decisions.\n\n - You want a narrowly defined role without regional operating ownership or projects that improve how the broader Support team works.\n\n\n\n\nABOUT ASHBY\n\nAshby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com https://www.ashbyhq.com/.\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical reasoning, communication precision, and ownership.\n\n - Intro call with Recruiting â 30 min\n\n - Take-home assessment â 5 days to complete\n\n - Hiring Manager interview â 45â60 min\n\n - Virtual onsite â 120 min\n \n - Meet the team â 30 min\n \n - Technical & integration skills â 45 min\n \n - CS and Support leadership â 30 min\n \n - Closing questions â 15 min\n\n\n\n\nONBOARDING\n\nYour onboarding will combine Ashby-wide product and company training with a Support Engineering-specific ramp plan. Youâll learn the product and support workflow, get familiar with the tools and systems used for technical investigations, and build relationships across Support, Product, and Engineering. With support from your manager and onboarding buddy, youâll take on increasingly complex investigations as you build context, with regular check-ins throughout your first 90 days.\n\n\n\n\nBENEFITS\n\nBenefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - A $1,200 annual learning and professional-development budget.\n\n - A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.\n\n - Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"893cd08a-929c-4077-b39c-64bc34f347ea","title":"Founding Customer Success Manager - APAC","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Australia","secondaryLocations":[{"location":"Singapore","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Philippines","address":{"postalAddress":{"addressRegion":"","addressCountry":"Philippines","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-07-21T12:38:25.967+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/893cd08a-929c-4077-b39c-64bc34f347ea","applyUrl":"https://jobs.ashbyhq.com/ashby/893cd08a-929c-4077-b39c-64bc34f347ea/application","descriptionHtml":"Our Customer Success team is passionate about shaping and scaling an exceptional enterprise customer experience globally. As we continue to grow in APAC, we are excited to hire our first Customer Success Manager in region to support our Strategic and High Touch customers in the region.
In this role, you will serve as both the Implementation Specialist and CSM for a defined book of upmarket APAC customers. You will own the customer journey end to end, from implementation and onboarding through long-term adoption, customer health, and value realization.
You will partner with Ashbyâs customers, helping them get up and running quickly while also building deep, ongoing strategic relationships. Ashby is powerful and highly configurable, and this role requires both technical depth and customer leadership. You will develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.
You will come into this role owning the existing book of business, work with existing customers, and onboard and implement new customers within the market. This role is ideal for someone who thrives in complexity, enjoys hands-on execution, and is excited to help shape how we support customers in a new region.
Role Requirements
You have a strong background in Customer Success in B2B SaaS (5+ years preferred), supporting Enterprise or Strategic customers on complex, configurable products and driving adoption, engagement, and long-term outcomes.
You are excited to own a strategic book of customers in APAC, balancing both implementation work and ongoing Customer Success for our upmarket customers.
You build trusted, multi-threaded relationships with senior stakeholders and act as a proactive owner of customer health, risk, and value realization.
You partner closely with Sales, Product, Support, Professional Services, and Operations to deliver cohesive, high-quality customer outcomes across the full lifecycle.
You have experience managing end-to-end implementations and onboarding projects, including defining scope, aligning stakeholders, communicating project plans, and delivering against milestones and expectations.
You act as the customerâs guide throughout implementation, ensuring expedited time to value and a smooth transition into steady-state customer success.
You are comfortable working in a remote-first environment and can travel up to 10 percent as needed for strategic customer engagements in APAC.
You love becoming a product and industry expert. You create âahaâ moments by tailoring configuration, workflows, and training to each customerâs specific hiring challenges.
You have worked with technically complex products and are deeply curious about how things work, enabling you to anticipate risks, troubleshoot issues, and support evolving customer requirements.
You take pride in advising customers on best practices to ensure they get maximum value from Ashby.
You are experienced in change management and help customers successfully adopt new systems, workflows, and ways of working.
You think critically and proactively identify themes across customers, using those insights to improve internal processes, implementation approaches, and customer playbooks.
You use data, signals, and metrics to assess adoption, spot risk, and continuously refine your approach.
You are comfortable operating as the first Customer Success hire in APAC, bringing curiosity, ownership, and initiative to develop the region, define best practices, and partnering cross-functionally.
You Should Apply If:
đŁ You communicate with clarity and precision. You can distill complex workflows, reports, or technical concepts into simple, confident guidance for a range of stakeholders.
đ§ You are a listener first. You seek to deeply understand customer needs and advocate for them internally to shape how Ashby evolves for enterprise use cases.
âïž You thrive in complexity. You are energized by learning a powerful, configurable product and translating that knowledge into practical solutions.
đ§âđ« You love teaching and coaching. You see every interaction as an opportunity to help customers grow and succeed.
đ Your peers describe you as detail-oriented. You send crisp follow-ups, keep projects on track, and take pride in strong internal operations and CRM hygiene.
đ You are data-driven. You use insights to evaluate what is working, identify risks, and improve outcomes over time.
đ You are adaptable. You are excited to help shape and evolve our enterprise and APAC customer motion as the region scales. While there are in-region Product Support Specialists and a Support Manager, youâll be our founding CSM!
đ„ You may have experience as a recruiter, hiring manager, or interviewer, which helps you quickly connect Ashbyâs workflows to real-world hiring challenges (nice to have, not required).
Why you shouldnât apply:
You are looking for a role with infrequent, transactional customer interactions instead of hands-on, ongoing partnerships.
You prefer exclusively commercial account management with variable compensation. This role focuses on implementation, adoption, engagement, and long-term value rather than renewals or upsell negotiation.
You are not excited by hands-on execution, detailed configuration, project management, or change management work.
You prefer working with simple, point-solution products rather than a deep, highly configurable platform.
Weâre building the next generation of enterprise software and weâre 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 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, over 4,000 customers, very low churn, and many years of runway. In short, it's the perfect time to join! đ
Our interview process is designed to be thorough and transparent, ensuring mutual fit for both you and Ashby. The process for this role includes:
Recruiter Screen - 30 minutes
Hiring Manager Interview -45 minutes
Implementation or Customer Scenario Presentation - 45 minutes
Panel Interview - 1 hour
Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Generous paid family leave.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nOur Customer Success team is passionate about shaping and scaling an exceptional enterprise customer experience globally. As we continue to grow in APAC, we are excited to hire our first Customer Success Manager in region to support our Strategic and High Touch customers in the region.\n\nIn this role, you will serve as both the Implementation Specialist and CSM for a defined book of upmarket APAC customers. You will own the customer journey end to end, from implementation and onboarding through long-term adoption, customer health, and value realization.\n\nYou will partner with Ashbyâs customers, helping them get up and running quickly while also building deep, ongoing strategic relationships. Ashby is powerful and highly configurable, and this role requires both technical depth and customer leadership. You will develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.\n\nYou will come into this role owning the existing book of business, work with existing customers, and onboard and implement new customers within the market. This role is ideal for someone who thrives in complexity, enjoys hands-on execution, and is excited to help shape how we support customers in a new region.\n\n\n\nRole Requirements\n\n\nCUSTOMER SUCCESS & ACCOUNT OWNERSHIP\n\n - You have a strong background in Customer Success in B2B SaaS (5+ years preferred), supporting Enterprise or Strategic customers on complex, configurable products and driving adoption, engagement, and long-term outcomes.\n\n - You are excited to own a strategic book of customers in APAC, balancing both implementation work and ongoing Customer Success for our upmarket customers.\n\n - You build trusted, multi-threaded relationships with senior stakeholders and act as a proactive owner of customer health, risk, and value realization.\n\n - You partner closely with Sales, Product, Support, Professional Services, and Operations to deliver cohesive, high-quality customer outcomes across the full lifecycle.\n\n\nIMPLEMENTATION & PROJECT MANAGEMENT\n\n - You have experience managing end-to-end implementations and onboarding projects, including defining scope, aligning stakeholders, communicating project plans, and delivering against milestones and expectations.\n\n - You act as the customerâs guide throughout implementation, ensuring expedited time to value and a smooth transition into steady-state customer success.\n\n - You are comfortable working in a remote-first environment and can travel up to 10 percent as needed for strategic customer engagements in APAC.\n\n\nPRODUCT, TECHNICAL, AND DOMAIN EXPERTISE\n\n - You love becoming a product and industry expert. You create âahaâ moments by tailoring configuration, workflows, and training to each customerâs specific hiring challenges.\n\n - You have worked with technically complex products and are deeply curious about how things work, enabling you to anticipate risks, troubleshoot issues, and support evolving customer requirements.\n\n - You take pride in advising customers on best practices to ensure they get maximum value from Ashby.\n\n\nCHANGE MANAGEMENT & PROBLEM SOLVING\n\n - You are experienced in change management and help customers successfully adopt new systems, workflows, and ways of working.\n\n - You think critically and proactively identify themes across customers, using those insights to improve internal processes, implementation approaches, and customer playbooks.\n\n - You use data, signals, and metrics to assess adoption, spot risk, and continuously refine your approach.\n\n - You are comfortable operating as the first Customer Success hire in APAC, bringing curiosity, ownership, and initiative to develop the region, define best practices, and partnering cross-functionally.\n\n\n\nYou Should Apply If:\n\n - đŁ You communicate with clarity and precision. You can distill complex workflows, reports, or technical concepts into simple, confident guidance for a range of stakeholders.\n\n - đ§ You are a listener first. You seek to deeply understand customer needs and advocate for them internally to shape how Ashby evolves for enterprise use cases.\n\n - âïž You thrive in complexity. You are energized by learning a powerful, configurable product and translating that knowledge into practical solutions.\n\n - đ§âđ« You love teaching and coaching. You see every interaction as an opportunity to help customers grow and succeed.\n\n - đ Your peers describe you as detail-oriented. You send crisp follow-ups, keep projects on track, and take pride in strong internal operations and CRM hygiene.\n\n - đ You are data-driven. You use insights to evaluate what is working, identify risks, and improve outcomes over time.\n\n - đ You are adaptable. You are excited to help shape and evolve our enterprise and APAC customer motion as the region scales. While there are in-region Product Support Specialists and a Support Manager, youâll be our founding CSM!\n\n - đ„ You may have experience as a recruiter, hiring manager, or interviewer, which helps you quickly connect Ashbyâs workflows to real-world hiring challenges (nice to have, not required).\n\nWhy you shouldnât apply:\n\n - You are looking for a role with infrequent, transactional customer interactions instead of hands-on, ongoing partnerships.\n\n - You prefer exclusively commercial account management with variable compensation. This role focuses on implementation, adoption, engagement, and long-term value rather than renewals or upsell negotiation.\n\n - You are not excited by hands-on execution, detailed configuration, project management, or change management work.\n\n - You prefer working with simple, point-solution products rather than a deep, highly configurable platform.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software and weâre 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.\n\nWe 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!).\n\nOur growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 4,000 customers, very low churn, and many years of runway. In short, it's the perfect time to join! đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is designed to be thorough and transparent, ensuring mutual fit for both you and Ashby. The process for this role includes:\n\n 1. Recruiter Screen - 30 minutes\n\n 2. Hiring Manager Interview -45 minutes\n\n 3. Implementation or Customer Scenario Presentation - 45 minutes\n\n 4. Panel Interview - 1 hour\n \n - Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.\n\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"dfc35159-ffe5-4d42-bea3-552b5dc17628","title":"Enterprise Solutions Engineering Manager","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-20T22:51:10.937+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/dfc35159-ffe5-4d42-bea3-552b5dc17628","applyUrl":"https://jobs.ashbyhq.com/ashby/dfc35159-ffe5-4d42-bea3-552b5dc17628/application","descriptionHtml":"As the Enterprise Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who own our most strategic, complex deals. Your team partners closely with Enterprise Account Executives to secure both the technical and commercial winâguiding large organizations through deep technical evaluations and showing them how Ashby can fundamentally transform the way they hire.
Youâll be responsible for shaping and scaling the enterprise SE motion at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and refining the processes that help the teamâand the businessâwin more often and more efficiently.
This is a highly strategic role with direct impact on revenue, product direction, and customer value.
Your team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on technical excellence and deal strategy, not convincing skeptics.
Ashby is a deeply configurable product, and enterprise prospects come with highly specific, nuanced hiring processes. Your team wonât be running generic demosâtheyâll be diagnosing how each organization hires and architecting solutions that map Ashbyâs capabilities to those workflows. The coaching opportunity here is rich: breadth across the full product, depth in custom solutioning, and the creativity to show prospects something they didnât know was possible.
Youâll inherit an enterprise SE motion that works and level it up. The initiatives you leadâfrom POC frameworks to RFP libraries to competitive playbooksâwill define how the enterprise SE team operates for years to come.
Youâll work in tight collaboration with Product and Engineering, translating enterprise field insights directly into roadmap input. The problems your team uncovers shape what Ashby builds next.
Hire, onboard, and develop world-class Solutions Engineers who become trusted technical advisors to enterprise prospects.
Coach SEs on enterprise-specific skills: discovery with complex buying committees, POC design and execution, security and compliance conversations, API-level technical fluency, and executive-level storytelling.
Create a culture of ownership, rigor, and continuous improvement.
Partner with Enterprise sales leadership to align on pipeline and priorities, with SEs leading the technical track alongside AEs on the commercial.
Oversee the teamâs involvement in demos, POCs, trials, security reviews, and RFPs across 3â5 stakeholder buying groupsâincluding IT, Legal, HR, Finance, and executive sponsors.
Review and elevate team execution, stepping in as a technical expert when the deal demands it.
Refine and evolve the existing enterprise SE motionâimproving demo workflows, POC frameworks, trial structures, RFP processes, and internal knowledge bases.
Build enablement for complex, long-horizon deals: competitive positioning, security questionnaire libraries, integration playbooks, and value frameworks.
Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements in close partnership with Product and Engineering.
Partner cross-functionally with CS, Product, Marketing, and Implementation to ensure seamless handoffs and consistent enterprise messaging.
Identify high-leverage problems across the enterprise SE motionâthrough data, field observation, and stakeholder inputâand develop a clear point of view on what to solve and why.
Validate your hypotheses with the right stakeholders, write crisp proposals, and earn executive buy-in by connecting your recommendations to business outcomes.
Own implementation end-to-endâmanaging change, aligning stakeholders, and driving adoptionâwith little oversight and a high bar for follow-through.
Operate as a strategic contributor beyond your teamâyour projects will shape how Ashby scales, not just how the SE org runs.
đŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder enterprise SaaS sales motions.
đ„ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.
đ§ You think strategically about process, enablement, and operational excellenceânot just individual deal execution.
đ€ You partner naturally with Sales Leadership and cross-functional stakeholders (CS, Product, Implementation) and can influence with clarity and conviction.
đ§ You have strong business and technical acumen and can guide your team on connecting Ashbyâs capabilities to measurable enterprise outcomes.
đŁ Youâre a clear communicator who can simplify complex conceptsâand coach others to do the same, whether in a security review or an exec boardroom.
âïž You love buildingâPOC frameworks, RFP libraries, competitive playbooks, demo environmentsâand you do it with intentionality.
đ You have empathy for enterprise Talent teams and are energized by solving their real, nuanced challenges.
đ€ Experience with Applicant Tracking Systems or deep familiarity with enterprise TA workflows.
𧩠Experience building POC frameworks, value engineering models, or technical trial structures for enterprise deals.
đ Experience leading cross-functional projects in rapidly scaling organizations.
đ§ A background as a technical IC (SE, Solutions Architect, or similar) before moving into management.
Youâd rather execute deals yourself than enable a team around you to excel.
Youâre uncomfortable refining a motion thatâs already partially builtâyou want either a blank slate or a fully finished playbook.
Multi-stakeholder enterprise complexityâsecurity reviews, procurement, legal, executive sponsorsâfeels like friction rather than the core of the job.
Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.
Fast-paced, high-change environments feel overwhelming rather than exciting.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"As the Enterprise Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who own our most strategic, complex deals. Your team partners closely with Enterprise Account Executives to secure both the technical and commercial winâguiding large organizations through deep technical evaluations and showing them how Ashby can fundamentally transform the way they hire.\n\n\n\nYouâll be responsible for shaping and scaling the enterprise SE motion at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and refining the processes that help the teamâand the businessâwin more often and more efficiently.\n\n\n\nThis is a highly strategic role with direct impact on revenue, product direction, and customer value.\n\n\n\n\nWHY LEAD ENTERPRISE SE AT ASHBY?\n\n\n\n\nPRODUCT-MARKET FIT THAT MAKES YOUR TEAMâS JOB EASIER\n\nYour team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on technical excellence and deal strategy, not convincing skeptics.\n\n\n\n\nPRODUCT DEPTH THAT REWARDS REAL SOLUTIONING\n\nAshby is a deeply configurable product, and enterprise prospects come with highly specific, nuanced hiring processes. Your team wonât be running generic demosâtheyâll be diagnosing how each organization hires and architecting solutions that map Ashbyâs capabilities to those workflows. The coaching opportunity here is rich: breadth across the full product, depth in custom solutioning, and the creativity to show prospects something they didnât know was possible.\n\n\n\n\nA LEADERSHIP ROLE DESIGNED FOR BUILDERS\n\nYouâll inherit an enterprise SE motion that works and level it up. The initiatives you leadâfrom POC frameworks to RFP libraries to competitive playbooksâwill define how the enterprise SE team operates for years to come.\n\n\n\n\nA SEAT AT THE PRODUCT TABLE\n\nYouâll work in tight collaboration with Product and Engineering, translating enterprise field insights directly into roadmap input. The problems your team uncovers shape what Ashby builds next.\n\n\n\n\nWHAT YOUâLL DO\n\n\n\n\nLEAD & GROW A HIGH-PERFORMING ENTERPRISE SE TEAM\n\n - Hire, onboard, and develop world-class Solutions Engineers who become trusted technical advisors to enterprise prospects.\n\n - Coach SEs on enterprise-specific skills: discovery with complex buying committees, POC design and execution, security and compliance conversations, API-level technical fluency, and executive-level storytelling.\n\n - Create a culture of ownership, rigor, and continuous improvement.\n\n\n\n\nDRIVE EXCELLENCE IN ENTERPRISE DEAL EXECUTION\n\n - Partner with Enterprise sales leadership to align on pipeline and priorities, with SEs leading the technical track alongside AEs on the commercial.\n\n - Oversee the teamâs involvement in demos, POCs, trials, security reviews, and RFPs across 3â5 stakeholder buying groupsâincluding IT, Legal, HR, Finance, and executive sponsors.\n\n - Review and elevate team execution, stepping in as a technical expert when the deal demands it.\n\n\n\n\nBUILD SCALABLE SYSTEMS, PROCESSES & ENABLEMENT\n\n - Refine and evolve the existing enterprise SE motionâimproving demo workflows, POC frameworks, trial structures, RFP processes, and internal knowledge bases.\n\n - Build enablement for complex, long-horizon deals: competitive positioning, security questionnaire libraries, integration playbooks, and value frameworks.\n\n - Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements in close partnership with Product and Engineering.\n\n - Partner cross-functionally with CS, Product, Marketing, and Implementation to ensure seamless handoffs and consistent enterprise messaging.\n\n\n\n\nDRIVE STRATEGIC INITIATIVES FROM DIAGNOSIS TO IMPACT\n\n - Identify high-leverage problems across the enterprise SE motionâthrough data, field observation, and stakeholder inputâand develop a clear point of view on what to solve and why.\n\n - Validate your hypotheses with the right stakeholders, write crisp proposals, and earn executive buy-in by connecting your recommendations to business outcomes.\n\n - Own implementation end-to-endâmanaging change, aligning stakeholders, and driving adoptionâwith little oversight and a high bar for follow-through.\n\n - Operate as a strategic contributor beyond your teamâyour projects will shape how Ashby scales, not just how the SE org runs.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n\n\nđŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder enterprise SaaS sales motions.\n\nđ„ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.\n\nđ§ You think strategically about process, enablement, and operational excellenceânot just individual deal execution.\n\nđ€ You partner naturally with Sales Leadership and cross-functional stakeholders (CS, Product, Implementation) and can influence with clarity and conviction.\n\nđ§ You have strong business and technical acumen and can guide your team on connecting Ashbyâs capabilities to measurable enterprise outcomes.\n\nđŁ Youâre a clear communicator who can simplify complex conceptsâand coach others to do the same, whether in a security review or an exec boardroom.\n\nâïž You love buildingâPOC frameworks, RFP libraries, competitive playbooks, demo environmentsâand you do it with intentionality.\n\nđ You have empathy for enterprise Talent teams and are energized by solving their real, nuanced challenges.\n\n\n\n\nBONUS POINTS FOR\n\n\n\nđ€ Experience with Applicant Tracking Systems or deep familiarity with enterprise TA workflows.\n\n𧩠Experience building POC frameworks, value engineering models, or technical trial structures for enterprise deals.\n\nđ Experience leading cross-functional projects in rapidly scaling organizations.\n\nđ§ A background as a technical IC (SE, Solutions Architect, or similar) before moving into management.\n\n\n\n\nREASONS YOU SHOULDNâT APPLY\n\n\n\n - Youâd rather execute deals yourself than enable a team around you to excel.\n\n - Youâre uncomfortable refining a motion thatâs already partially builtâyou want either a blank slate or a fully finished playbook.\n\n - Multi-stakeholder enterprise complexityâsecurity reviews, procurement, legal, executive sponsorsâfeels like friction rather than the core of the job.\n\n - Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.\n\n - Fast-paced, high-change environments feel overwhelming rather than exciting.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"7d8ec4fe-50aa-4d7e-9eec-db7b2d14bcbd","title":"Mid-Market Solutions Engineering Manager","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-08-03T23:05:52.543+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7d8ec4fe-50aa-4d7e-9eec-db7b2d14bcbd","applyUrl":"https://jobs.ashbyhq.com/ashby/7d8ec4fe-50aa-4d7e-9eec-db7b2d14bcbd/application","descriptionHtml":"As the Mid-Market Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who sit at the center of our sales motion. Your team partners closely with Account Executives to secure both the technical and commercial winâshowing prospects how Ashby can fundamentally transform the way they hire.
Youâll be responsible for shaping the next generation of SEs at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and building scalable processes that help the teamâand the businessâwin more often and more efficiently.
This is a highly strategic role with direct impact on revenue, product innovation, and customer value.
Your team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on excellence, not convincing.
Talent teams have been historically underserved. Your team will help prospects reimagine what a modern hiring platform can doâand youâll have a front-row seat to shaping the next wave of innovation in TA tech.
Youâll shape not just how Ashby sells, but how Ashby scales. The initiatives you lead will define how the SE team operates for years to come.
Hire, onboard, and develop world-class Solutions Engineers who become trusted advisors to mid-market prospects.
Coach SEs on discovery, storytelling, demo excellence, product knowledge, competitive positioning, and commercial partnership with AEs.
Create a culture of ownership, collaboration, and continuous improvement.
Partner with Mid-Market sales leadership to align on pipeline and priorities, ensuring SE coverage accelerates deal momentum.
Oversee the team's involvement in demos, trials, technical evaluations, and RFPsâensuring every touchpoint is crisp, consultative, and actionable.
Review and elevate team execution, stepping in as a technical expert when needed.
Standardize and evolve demo workflows, trial frameworks, RFP processes, and internal product knowledge.
Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements.
Ensure the team is equipped with the right tools, enablement, and infrastructure to support complex multi-stakeholder sales cycles.
đŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder SaaS sales motions.
đ„ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.
đ§ You think strategically about process, enablement, and operational excellence, not just individual deal execution.
đ€ You partner naturally with Sales Leadership and can influence cross-functional leaders with clarity and conviction.
đ§ You have strong business acumen and can guide your team on how to connect Ashbyâs capabilities to measurable customer outcomes.
đŁ Youâre a clear communicator who can simplify complex concepts and coach others to do the same.
âïž You love buildingâsystems, playbooks, processes, knowledge bases, demo environmentsâand you do it with intentionality.
đ You have empathy for Talent teams and are energized by solving their real, nuanced challenges.
đ€ Experience with Applicant Tracking Systems or deep familiarity with TA workflows
𧩠Experience building demo infrastructure, value frameworks, or trial structures
đ Experience leading cross-functional projects in rapidly scaling organizations
You prefer maintaining the status quo rather than building new systems and iterating quickly.
Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.
You would rather execute deals yourself than enable a team around you to excel.
Youâre not energized by both the business side and the technical side of solutioning.
Fast-paced, high-change environments feel overwhelming rather than exciting.
You have never owned a strategic project from inception through execution.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"As the Mid-Market Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who sit at the center of our sales motion. Your team partners closely with Account Executives to secure both the technical and commercial winâshowing prospects how Ashby can fundamentally transform the way they hire.\n\nYouâll be responsible for shaping the next generation of SEs at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and building scalable processes that help the teamâand the businessâwin more often and more efficiently.\n\nThis is a highly strategic role with direct impact on revenue, product innovation, and customer value.\n\n\n\n\nWHY LEAD SE AT ASHBY?\n\n\n\n\nPRODUCT-MARKET FIT THAT MAKES YOUR TEAMâS JOB EASIER\n\nYour team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on excellence, not convincing.\n\n\n\n\nIMPACT ON A MARKET THATâS RIPE FOR TRANSFORMATION\n\nTalent teams have been historically underserved. Your team will help prospects reimagine what a modern hiring platform can doâand youâll have a front-row seat to shaping the next wave of innovation in TA tech.\n\n\n\n\nA LEADERSHIP ROLE DESIGNED FOR BUILDERS\n\nYouâll shape not just how Ashby sells, but how Ashby scales. The initiatives you lead will define how the SE team operates for years to come.\n\n\n\n\nWHAT YOUâLL DO\n\n\n\n\nLEAD & GROW A HIGH-PERFORMING SE TEAM\n\n - Hire, onboard, and develop world-class Solutions Engineers who become trusted advisors to mid-market prospects.\n\n - Coach SEs on discovery, storytelling, demo excellence, product knowledge, competitive positioning, and commercial partnership with AEs.\n\n - Create a culture of ownership, collaboration, and continuous improvement.\n\n\nDRIVE EXCELLENCE IN MID-MARKET DEAL EXECUTION\n\n - Partner with Mid-Market sales leadership to align on pipeline and priorities, ensuring SE coverage accelerates deal momentum.\n\n - Oversee the team's involvement in demos, trials, technical evaluations, and RFPsâensuring every touchpoint is crisp, consultative, and actionable.\n\n - Review and elevate team execution, stepping in as a technical expert when needed.\n\n\nSUPPORT BUILDING SCALABLE SYSTEMS, PROCESSES & ENABLEMENT\n\n - Standardize and evolve demo workflows, trial frameworks, RFP processes, and internal product knowledge.\n\n - Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements.\n\n - Ensure the team is equipped with the right tools, enablement, and infrastructure to support complex multi-stakeholder sales cycles.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder SaaS sales motions.\n\n - đ„ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.\n\n - đ§ You think strategically about process, enablement, and operational excellence, not just individual deal execution.\n\n - đ€ You partner naturally with Sales Leadership and can influence cross-functional leaders with clarity and conviction.\n\n - đ§ You have strong business acumen and can guide your team on how to connect Ashbyâs capabilities to measurable customer outcomes.\n\n - đŁ Youâre a clear communicator who can simplify complex concepts and coach others to do the same.\n\n - âïž You love buildingâsystems, playbooks, processes, knowledge bases, demo environmentsâand you do it with intentionality.\n\n - đ You have empathy for Talent teams and are energized by solving their real, nuanced challenges.\n\n\n\n\nBONUS POINTS FOR\n\n - đ€ Experience with Applicant Tracking Systems or deep familiarity with TA workflows\n\n - 𧩠Experience building demo infrastructure, value frameworks, or trial structures\n\n - đ Experience leading cross-functional projects in rapidly scaling organizations\n\n\n\n\nREASONS YOU SHOULDNâT APPLY\n\n - You prefer maintaining the status quo rather than building new systems and iterating quickly.\n\n - Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.\n\n - You would rather execute deals yourself than enable a team around you to excel.\n\n - Youâre not energized by both the business side and the technical side of solutioning.\n\n - Fast-paced, high-change environments feel overwhelming rather than exciting.\n\n - You have never owned a strategic project from inception through execution.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"0f5dbf59-687b-4d88-88a7-73ee0a66b48d","title":"Staff Platform Engineer - Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-05-29T23:17:23.630+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/0f5dbf59-687b-4d88-88a7-73ee0a66b48d","applyUrl":"https://jobs.ashbyhq.com/ashby/0f5dbf59-687b-4d88-88a7-73ee0a66b48d/application","descriptionHtml":"Weâre looking for a curious, rigorous, problem-hungry platform software 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, youâre an engineer who wants to build a âpaved roadâ 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. Weâll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role đ .
Hi đ Iâm Colin, Head of EMEA Engineering. Iâve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name theyâve worn (SRE, infrastructure, platform, etc). Iâve 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. Weâre 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, Iâve learned thereâs a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, youâll 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 donât put roadblocks to ensure security when common sense will do and we donât 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.
Weâre at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact â 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 donât believe in spinning up a new service unless necessary!) for our growing product team to build in. Thatâs 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.
Weâre 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 a platform engineer in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 âCalendar Tetrisâ 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. đ„” TA software didnât 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
You should apply if:
You never stop. You get weirdly obsessed about a problem that doesnât yet make sense, turn it every which way in your head until the explanation dawns. Youâll search every rock, inventory every clue, hunt every mismatch. We do that, too - together weâll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure.
You donât take shortcuts. Youâre 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.
Youâre someone who cares about what you do and the team you do it with, and want to work with others who do as well. Youâll be on interview panels choosing your next colleagues, and youâll take that seriously. You only want to work with people who make you better, and want to make you better.
Youâve 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.
Youâre a Swiss army knife (all nationalities welcome ;) ). Youâll get every hard problem the company faces. Youâll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesnât work. You probably donât 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 isnât to everyoneâs tastes! You should not apply if:
You donât 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 theyâre 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 donât want to code. Our Platform Engineers 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. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby Platform Engineer, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
Youâve 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 itâs worthwhile
Our engineering culture is motivated by Abhik and Benjiâs (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
The best engineers weâve 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 arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
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). Itâs a new level of ownership for many engineers, but weâd 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.
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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
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.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve 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 đȘđŸ.
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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.
Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.
This way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda (Product Engineer) puts it best in an article about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is four rounds:
Recruiter screen (30m, live)
Introduction call with Abhik Pramanik (30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
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.
Itâs a team effort to get you successfully onboarded; youâll 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.
Iâm sharing our tech stack with the caveat that we donât 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.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo 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.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.
If youâre 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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform software 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, youâre an engineer who wants to build a âpaved roadâ that excellent engineering teams can safely take to the moon and back.\n\nWe 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. Weâll share more details once we meet, but you now probably have a good idea as to why we're hiring for this role đ .\n\n\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nHi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Head of EMEA Engineering. Iâve spent a number of years leading engineering teams in startups, and that has always included being close to infrastructure teams - no matter what name theyâve worn (SRE, infrastructure, platform, etc). Iâve 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.\n\nOur infrastructure is in a good place for now. Nothing is static. Ashby continues to grow rapidly, putting strain on our existing infrastructure. Weâre always looking to give our customers more powerful hiring software, and building new product features often requires new pieces of infrastructure.\n\nHaving herded plenty of snowflakeservers in the past, Iâve learned thereâs a better way. I (and Ashby) place a lot of value on code-as-infrastructure. As a Platform Engineer at Ashby, youâll 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 donât put roadblocks to ensure security when common sense will do and we donât 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.\n\nWeâre at an inflection point where our ability to scale and deliver a seamless experience has a make-or-break impact â 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 donât believe in spinning up a new service unless necessary!) for our growing product team to build in. Thatâs 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:\n\n - Optimize our homegrown ultra-dynamic recruiting DSL-to-SQL compiler https://www.loom.com/share/32c0cc3eedf2450fb66a901b76186ce4, and create tools to help developers do so\n\n - Create automated guardrails for the security and privacy of our customer data\n\n - Help our developers ship features fast through canary deploys, gradual rollouts and feature flags, while keeping complexity manageable and reducing downtime\n\n - Work with the business and the engineering team to define SLOs and implement the corresponding SLIs.\n\n - Ensure all communication with external services supports retries and circuit-breakers.\n\n - Implement the infrastructure to support an event-driven architecture and data warehouse.\n\nWeâre 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 a platform engineer in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs 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.\n\nScheduling 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 âCalendar Tetrisâ 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. đ„” TA software didnât help.\n\nAs 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 thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nYou should apply if:\n\n - You never stop. You get weirdly obsessed about a problem that doesnât yet make sense, turn it every which way in your head until the explanation dawns. Youâll search every rock, inventory every clue, hunt every mismatch. We do that, too - together weâll be armed with state-of-the-art monitoring tools and an impressive amount of data, and join you in the adventure.\n\n - You donât take shortcuts. Youâre 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.\n\n - Youâre someone who cares about what you do and the team you do it with, and want to work with others who do as well. Youâll be on interview panels choosing your next colleagues, and youâll take that seriously. You only want to work with people who make you better, and want to make you better.\n\n - Youâve 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.\n\n - Youâre a Swiss army knife (all nationalities welcome ;) ). Youâll get every hard problem the company faces. Youâll get to do infrastructure updates, security enforcements, database optimization, Kubernetes debugging, and digging through Typescript traces figuring out what doesnât work. You probably donât feel like an expert at at least some of that... and that appeals to you.\n\nAll that makes for a pretty specific kind of role, and the job isnât to everyoneâs tastes! You should not apply if:\n\n - You donât 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 theyâre made, but you ship what you want to build and are accountable for it.\n\n - 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.\n\n - You donât want to code. Our Platform Engineers 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.\n\n - Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby Platform Engineer, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.\n\n - Youâve 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 itâs worthwhile\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (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:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve 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.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt 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). Itâs a new level of ownership for many engineers, but weâd 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.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). 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 https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n \n\nWe 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.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - 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 đȘđŸ.\n\n - 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).\n\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n \n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse 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.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nWORK-LIFE BALANCE: ITâS A MARATHON, NOT A SPRINT\n\nThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we donât need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesnât happen with unrealistic deadlines or sleepless nights.\n\nOur remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year.\n\nThis way of working allows many of us on the team to be active parents, including Benji and Abhik. Abhik blocks off 1.5 hours every morning to spend with his daughter and drop her off at school. Mujda https://www.linkedin.com/in/mujdaalamzai/ (Product Engineer) puts it best in an article https://nextplayso.substack.com/p/should-you-join-ashby about us: âI can say that Ashby is a great place to be a mom⊠No one bats an eye if I have to take my kid to a doctorâs appointment or have to work weird hours because childcare fell through.â\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is four rounds:\n\n 1. Recruiter screen (30m, live)\n\n 2. Introduction call with Abhik Pramanik https://www.linkedin.com/in/abhikpramanik/ (30m, live)\n\n 3. A technical screen where we pair in our actual codebase (1h, live)\n\n 4. Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe 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.\n\nItâs a team effort to get you successfully onboarded; youâll 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.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\nWe 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.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - 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.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - $250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.\n\n - If youâre 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.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"7ecdcb8e-d1d7-4734-9c7e-3da6dffacb0c","title":"Real Time Analyst - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-03T22:24:07.368+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7ecdcb8e-d1d7-4734-9c7e-3da6dffacb0c","applyUrl":"https://jobs.ashbyhq.com/ashby/7ecdcb8e-d1d7-4734-9c7e-3da6dffacb0c/application","descriptionHtml":"Hi! I'm Allie, Head of Support at Ashby. đ As our Support organization scales globally, one of the most critical levers for delivering an exceptional customer experience is making sure we have the right capacity, in the right places, at the right times, without sacrificing flexibility, quality, or humanity.
We recently hired our first Workforce Management Lead to build the forecasting and capacity-planning foundation for the team. Now we're adding a Real Time Analyst to own the execution layer: turning those forecasts into thoughtful schedules and managing coverage in real time as the day unfolds.
This is not a traditional call-center WFM role. Our Support team is highly tenured, deeply technical, and made up of thoughtful practitioners who regularly contribute beyond tickets, partnering on projects, enabling self-service, shaping tooling, and influencing product direction. Your job is to keep coverage healthy and SLAs met while protecting the flexibility that lets this team do its best work. You'll treat real-time management as an enabling function, not an adherence-policing exercise.
This role is for someone who loves the craft of scheduling and the fast pace of intraday management, is energized by live problem-solving, and sees patterns in real-time data that make the whole operation run smoother.
About This Role
As the Real Time Analyst, you'll own scheduling and real-time analysis (RTA) for a global Support organization. You'll partner closely with our WFM Lead, who owns long-range forecasting and capacity strategy, and translate those plans into practical schedules and live coverage decisions. Day-to-day, you'll monitor how the team is tracking against plan, recommend and make real-time adjustments, and surface the intraday signals that keep us ahead of SLA risk.
Because our WFM function is still young, you'll have significant influence over how scheduling and RTA operate at Ashby, setting up scalable, humane practices rather than inheriting rigid ones.
Build and maintain global schedules that align required coverage with our headcount, skills, and time zones, translating the WFM Lead's capacity plans into workable day-to-day schedules.
Partner with Support Managers to evolve schedules as the team grows, regions expand, and needs change, including managing shift-change and time-off workflows.
Design coverage that supports SLA attainment while preserving the flexibility and autonomy our team values.
Account for skill distribution and routing so the right work reaches the right people.
Real-Time Analysis and Intraday Management
Monitor queues and team activity in real time, tracking how we're pacing against schedule and SLA throughout the day.
Make and recommend live adjustments (re-prioritization, coverage shifts, breaks/offline time) to keep service levels healthy as volume and complexity fluctuate.
Spot intraday risks early and communicate them clearly, coordinating with Support Managers to respond without creating unnecessary alarm.
Manage real-time exceptions (spikes, outages, unplanned absences) with sound judgment and a calm, collaborative approach.
Data and Insights
Track team data and behaviors as inputs that improve planning, not as compliance metrics to enforce.
Build and maintain dashboards that give visibility into coverage health, intraday trends, and emerging risk.
Feed real-world scheduling and RTA learnings back to the WFM Lead to sharpen forecasts and capacity assumptions over time.
Cross-Functional Partnership
Partner closely with the WFM Lead, Support Managers, and Support Operations to keep coverage plans aligned with reality.
Act as a trusted, day-to-day point of contact for coverage questions and live adjustments.
Advocate for sustainable, human-centered scheduling decisions that scale with the business.
Scheduling and Real-Time Management Expertise
Hands-on experience with scheduling and/or real-time/intraday management in a Support, CX, or technical services environment (e.g., WFM Analyst, RTA Analyst, or Scheduling Analyst).
Strong grasp of coverage strategies, adherence/shrinkage/occupancy/conformance concepts, and how they translate into daily service levels.
Comfort making sound real-time decisions with imperfect information and a fast clock.
Systems and Analytical Thinking
Highly analytical, able to read live data quickly and turn it into clear, actionable adjustments and recommendations.
Experience with WFM/scheduling tooling and comfort building or maintaining dashboards.
Familiarity working with Support metrics and SLAs in a nuanced, non-mechanical way.
Collaborative and People-Centered
Deep respect for the expertise of Support professionals and an appreciation for flexible, trust-based environments.
Strong communicator who can flag risk and coordinate live adjustments without reading as \"policing.\"
Comfortable partnering across managers and levels, and taking direction from the WFM Lead on strategy while owning the execution.
You Should Apply If:
You love the craft of scheduling and the pace of real-time coverage management.
You see WFM as an enabling function, not a policing one.
You're energized by live problem-solving and making quick, well-reasoned calls under pressure.
You're excited to partner with experienced, technical Support professionals who value autonomy and impact.
You want to help shape how scheduling and RTA operate as Support scales, while partnering with a WFM Lead who owns the forecasting foundation.
You May Not Want to Apply If:
You're looking for a traditional Support environment focused primarily on adherence enforcement.
You want to own long-range forecasting and capacity strategy end-to-end (that sits with our WFM Lead; this role is the scheduling + RTA partner to it).
You prefer fixed rules and static models over iteration, flexibility, and real-time judgment.
You're uncomfortable operating in ambiguity or building structure where none yet exists.
You believe there's one \"correct\" way to staff or schedule Support.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are working with amazing companies we're proud to partner with.
Weâve built an incredible team and exceptional product over the past few years, and we truly are just getting started. In short, this is the perfect time to join đ
Our Support team is a part of our Customer Success department, and thus is a part of our Go To Market function. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers (we hope our 9.8 Support rating on G2 signals this).
We strongly believe that small teams with very talented people and the right work environment deliver much high performance and we're built accordingly.
Our interview process is thorough â 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 Minutes
Hiring Manager Interview - 45-60 Minutes
Take Home Assessment - 1 week to complete
Final Round interview - 2 hours
Executive Partnership Interview with our VP of Customer Success
Operational Modeling and Manager Partnership Interview with our Director of Support and Analytics Product Manager
Enablement and Cross Functional Interview with Support Management
Youâll 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.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! I'm Allie, Head of Support at Ashby. đ As our Support organization scales globally, one of the most critical levers for delivering an exceptional customer experience is making sure we have the right capacity, in the right places, at the right times, without sacrificing flexibility, quality, or humanity.\n\nWe recently hired our first Workforce Management Lead to build the forecasting and capacity-planning foundation for the team. Now we're adding a Real Time Analyst to own the execution layer: turning those forecasts into thoughtful schedules and managing coverage in real time as the day unfolds.\n\nThis is not a traditional call-center WFM role. Our Support team is highly tenured, deeply technical, and made up of thoughtful practitioners who regularly contribute beyond tickets, partnering on projects, enabling self-service, shaping tooling, and influencing product direction. Your job is to keep coverage healthy and SLAs met while protecting the flexibility that lets this team do its best work. You'll treat real-time management as an enabling function, not an adherence-policing exercise.\n\nThis role is for someone who loves the craft of scheduling and the fast pace of intraday management, is energized by live problem-solving, and sees patterns in real-time data that make the whole operation run smoother.\n\n\n\nAbout This Role\n\nAs the Real Time Analyst, you'll own scheduling and real-time analysis (RTA) for a global Support organization. You'll partner closely with our WFM Lead, who owns long-range forecasting and capacity strategy, and translate those plans into practical schedules and live coverage decisions. Day-to-day, you'll monitor how the team is tracking against plan, recommend and make real-time adjustments, and surface the intraday signals that keep us ahead of SLA risk.\n\nBecause our WFM function is still young, you'll have significant influence over how scheduling and RTA operate at Ashby, setting up scalable, humane practices rather than inheriting rigid ones.\n\n\n\n\nROLE RESPONSIBILITIES\n\n\nSCHEDULING AND COVERAGE DESIGN\n\n - Build and maintain global schedules that align required coverage with our headcount, skills, and time zones, translating the WFM Lead's capacity plans into workable day-to-day schedules.\n\n - Partner with Support Managers to evolve schedules as the team grows, regions expand, and needs change, including managing shift-change and time-off workflows.\n\n - Design coverage that supports SLA attainment while preserving the flexibility and autonomy our team values.\n\n - Account for skill distribution and routing so the right work reaches the right people.\n\nReal-Time Analysis and Intraday Management\n\n - Monitor queues and team activity in real time, tracking how we're pacing against schedule and SLA throughout the day.\n\n - Make and recommend live adjustments (re-prioritization, coverage shifts, breaks/offline time) to keep service levels healthy as volume and complexity fluctuate.\n\n - Spot intraday risks early and communicate them clearly, coordinating with Support Managers to respond without creating unnecessary alarm.\n\n - Manage real-time exceptions (spikes, outages, unplanned absences) with sound judgment and a calm, collaborative approach.\n\nData and Insights\n\n - Track team data and behaviors as inputs that improve planning, not as compliance metrics to enforce.\n\n - Build and maintain dashboards that give visibility into coverage health, intraday trends, and emerging risk.\n\n - Feed real-world scheduling and RTA learnings back to the WFM Lead to sharpen forecasts and capacity assumptions over time.\n\nCross-Functional Partnership\n\n - Partner closely with the WFM Lead, Support Managers, and Support Operations to keep coverage plans aligned with reality.\n\n - Act as a trusted, day-to-day point of contact for coverage questions and live adjustments.\n\n - Advocate for sustainable, human-centered scheduling decisions that scale with the business.\n\n\n\n\nROLE REQUIREMENTS\n\nScheduling and Real-Time Management Expertise\n\n - Hands-on experience with scheduling and/or real-time/intraday management in a Support, CX, or technical services environment (e.g., WFM Analyst, RTA Analyst, or Scheduling Analyst).\n\n - Strong grasp of coverage strategies, adherence/shrinkage/occupancy/conformance concepts, and how they translate into daily service levels.\n\n - Comfort making sound real-time decisions with imperfect information and a fast clock.\n\nSystems and Analytical Thinking\n\n - Highly analytical, able to read live data quickly and turn it into clear, actionable adjustments and recommendations.\n\n - Experience with WFM/scheduling tooling and comfort building or maintaining dashboards.\n\n - Familiarity working with Support metrics and SLAs in a nuanced, non-mechanical way.\n\nCollaborative and People-Centered\n\n - Deep respect for the expertise of Support professionals and an appreciation for flexible, trust-based environments.\n\n - Strong communicator who can flag risk and coordinate live adjustments without reading as \"policing.\"\n\n - Comfortable partnering across managers and levels, and taking direction from the WFM Lead on strategy while owning the execution.\n\n\n\nYou Should Apply If:\n\n - You love the craft of scheduling and the pace of real-time coverage management.\n\n - You see WFM as an enabling function, not a policing one.\n\n - You're energized by live problem-solving and making quick, well-reasoned calls under pressure.\n\n - You're excited to partner with experienced, technical Support professionals who value autonomy and impact.\n\n - You want to help shape how scheduling and RTA operate as Support scales, while partnering with a WFM Lead who owns the forecasting foundation.\n\n\n\nYou May Not Want to Apply If:\n\n - You're looking for a traditional Support environment focused primarily on adherence enforcement.\n\n - You want to own long-range forecasting and capacity strategy end-to-end (that sits with our WFM Lead; this role is the scheduling + RTA partner to it).\n\n - You prefer fixed rules and static models over iteration, flexibility, and real-time judgment.\n\n - You're uncomfortable operating in ambiguity or building structure where none yet exists.\n\n - You believe there's one \"correct\" way to staff or schedule Support.\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://ashbyhq.comhttps://www.ashbyhq.com/\n\nWe are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are working with amazing companies we're proud to partner with.\n\nWeâve built an incredible team and exceptional product over the past few years, and we truly are just getting started. In short, this is the perfect time to join đ\n\n \n\n\nABOUT GO TO MARKET\n\nOur Support team is a part of our Customer Success department, and thus is a part of our Go To Market function. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products, since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers (we hope our 9.8 Support rating on G2 signals this).\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much high performance and we're built accordingly.\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Final Round interview - 2 hours\n \n - Executive Partnership Interview with our VP of Customer Success\n \n - Operational Modeling and Manager Partnership Interview with our Director of Support and Analytics Product Manager\n \n - Enablement and Cross Functional Interview with Support Management\n\n\nBENEFITS\n\n - Youâll 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.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"2373fcd5-144b-4d66-a98b-dd0efb4eb9d1","title":"Staff Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2025-12-11T04:38:54.143+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2373fcd5-144b-4d66-a98b-dd0efb4eb9d1","applyUrl":"https://jobs.ashbyhq.com/ashby/2373fcd5-144b-4d66-a98b-dd0efb4eb9d1/application","descriptionHtml":"Hi! đ I'm Chris, head of Product Design at Ashby.
We're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.
Our unique approach is working - we're growing >100% year-over-year and 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, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.
In my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.
We take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.
This principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.
Currently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.
The design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves.
Separate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.
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 âCalendar Tetrisâ 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 theyâre failing and automates or simplifies many of the tasks theyâre 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!).
10+ years of product design experience, with the majority being in desktop SaaS
Able to take huge, ambiguous projects and break them down into actionable parts
Able to speak to patterns of the highest functioning design teams and how to create an environment of high performance
Able to leverage designers' superpowers to influence engineering, product, and the rest of the company
Able to create standards and principles that will help improve the quality of design across the product org
Able to think from first principles instead of simply applying the âstandardâ UX processes.
Enough experience that your intuition can solve most usability problems without having to rely solely on data & metrics or conducting user research.
Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.
Best-in-class skills in layout, navigation, IA, UI, and interaction design.
Obsession with craft & details.
You have experience at an early-stage startup or have spent time as a solo designer on a team.
Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!
Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.
Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.
Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.
Helping build our design system from (almost) the ground up.
You feel uncomfortable designing independently without much guidance from a PM or design management.
Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.
You prefer an in-person role over remote (Ashby operates remotely).
You dislike written documentation.
You want a set structure and rhythm to your projects.
PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.
You prefer a narrow job scope - interaction design only, design system only, etc.
Consulting for engineers who need help structuring layout, typography, flows, etc.
Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.
Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.
Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.
Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.
Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.
Consolidating and refining our design system to be functional, aesthetic, and best-in-class.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other:
30m introduction call to discuss Ashby and your experience
45m portfolio review
75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions.
2.5hr final round - meet the team + portfolio repeat with a founder
I'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â 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 youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! đ I'm Chris https://www.linkedin.com/in/chkrlee/, head of Product Design at Ashby.\n\nWe're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.\n\nOur unique approach is working - we're growing >100% year-over-year and 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, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.\n\n\n\n\nHOW WE WORK\n\nIn my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers. \n\nWe take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.\n\nThis principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.\n\nCurrently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title. \n\nThe design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves. \n\n\n\nSeparate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.\n\n\n\n\nWHAT WEâRE BUILDING\n\nTalent 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!\n\n\n\nScheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ 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. \n\n\n\nAshby provides talent teams with intelligent and powerful software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre 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!).\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\n\n\n\nYOUR QUALIFICATIONS:\n\n - 10+ years of product design experience, with the majority being in desktop SaaS\n\n - Able to take huge, ambiguous projects and break them down into actionable parts \n\n - Able to speak to patterns of the highest functioning design teams and how to create an environment of high performance\n\n - Able to leverage designers' superpowers to influence engineering, product, and the rest of the company\n\n - Able to create standards and principles that will help improve the quality of design across the product org\n\n - Able to think from first principles instead of simply applying the âstandardâ UX processes.\n\n - Enough experience that your intuition can solve most usability problems without having to rely solely on data & metrics or conducting user research.\n\n - Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.\n\n - Best-in-class skills in layout, navigation, IA, UI, and interaction design.\n\n - Obsession with craft & details.\n\n - You have experience at an early-stage startup or have spent time as a solo designer on a team.\n\n\n\n\nYOU MAY WANT TO APPLY IF YOUâRE EXCITED ABOUT:\n\n - Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!\n\n - Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.\n\n - Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.\n\n - Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.\n\n - Helping build our design system from (almost) the ground up.\n\n\nCONVERSELY, YOU MAY NOT WANT TO APPLY IF:\n\n - You feel uncomfortable designing independently without much guidance from a PM or design management.\n\n - Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.\n\n - You prefer an in-person role over remote (Ashby operates remotely).\n\n - You dislike written documentation.\n\n - You want a set structure and rhythm to your projects.\n \n - PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.\n\n - You prefer a narrow job scope - interaction design only, design system only, etc.\n\n\nON A WEEKLY BASIS YOU WILL FIND YOURSELF:\n\n - Consulting for engineers who need help structuring layout, typography, flows, etc.\n\n - Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.\n\n - Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.\n\n - Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.\n\n - Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.\n\n - Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.\n\n - Consolidating and refining our design system to be functional, aesthetic, and best-in-class.\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other: \n\n 1. 30m introduction call to discuss Ashby and your experience\n\n 2. 45m portfolio review\n\n 3. 75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions. \n\n 4. 2.5hr final round - meet the team + portfolio repeat with a founder\n\nI'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"8341d4ba-5f07-4b40-a398-14a83092ab5f","title":"Mid-Market Implementation Specialist - Americas (East)","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-08-07T19:41:48.038+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/8341d4ba-5f07-4b40-a398-14a83092ab5f","applyUrl":"https://jobs.ashbyhq.com/ashby/8341d4ba-5f07-4b40-a398-14a83092ab5f/application","descriptionHtml":"Hi, Iâm Daryl and Iâm the Manager of Mid-Market Implementations at Ashby. 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, âWhat is a better way to accomplish this?â. Thatâs why I am thrilled to be hiring a Mid-Market Implementation Specialist, specifically in the EST or CST timezone!
As a member of the Mid-Market Implementation team and part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll have a unique opportunity to help shape this new implementation offering and uplevel the overall customer experience.
As an Implementation Specialist aligned to our Mid-Market segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for Mid-Market and smaller enterprise customers. Your book of business will include about 15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that 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.
Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.
Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but 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; youâre the customerâs 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 donât rely on âIâve seen this done,â 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:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ 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.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.
đ You are data-driven. You use metrics and analytics to inform decisions and measure success.
đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.
đ§âđ« 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 bring project management expertise, but rely on other resources to be technical or product subject matter experts during implementations.
You prefer managing shorter implementations of less than 30 days.
You typically manage only a few simultaneous implementations at a time - This segment moves with urgency and we balance a book of business of about 15 implementations at a time
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).
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) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles to get a sense of what we are looking for in folks on the team.
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 Manager of High Touch Implementations
60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist
Final Round:
30 min - Cross-Functional Interview with Head of Professional Services
30 min - Product Complexity Interview with VP of Customer Success
30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager
10 min - Closing Questions with Hiring Manager
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"MID-MARKET IMPLEMENTATION SPECIALIST - EAST\n\nHi, Iâm Daryl and Iâm the Manager of Mid-Market Implementations at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering, âWhat is a better way to accomplish this?â. Thatâs why I am thrilled to be hiring a Mid-Market Implementation Specialist, specifically in the EST or CST timezone! \n\nAs a member of the Mid-Market Implementation team and part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll have a unique opportunity to help shape this new implementation offering and uplevel the overall customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our Mid-Market segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for Mid-Market and smaller enterprise customers. Your book of business will include about 15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that 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.\n\n\n\n\nROLE REQUIREMENTS:\n\n - Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.\n\n - Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but not required)\n\n - 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; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n \n \n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ 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.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - âĄïžYou know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ Your peers describe you as detail-oriented and technically proficient. You take pride in internal operations.\n\n - đ You are data-driven. You use metrics and analytics to inform decisions and measure success.\n\n - đ You are adaptable. You can navigate changes in a fast-paced, evolving environment.\n\n - đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help our customers grow.\n \n \n\nYou might not be a great fit if:\n\n - You bring project management expertise, but rely on other resources to be technical or product subject matter experts during implementations.\n\n - You prefer managing shorter implementations of less than 30 days.\n\n - You typically manage only a few simultaneous implementations at a time - This segment moves with urgency and we balance a book of business of about 15 implementations at a time\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n \n \n\n\nOUR PHILOSOPHY\n\nHere 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:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - 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.\n\n\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles to get a sense of what we are looking for in folks on the team.\n\n\n\n\nTHE INTERVIEW\n\nAt 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:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Manager of High Touch Implementations\n\n - 60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist\n\n - Final Round:\n \n - 30 min - Cross-Functional Interview with Head of Professional Services\n \n - 30 min - Product Complexity Interview with VP of Customer Success\n \n - 30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll 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.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"f2ba7c39-e5cb-47aa-8b80-74c0426725b7","title":"Support Engineering Manager - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-02-20T20:33:36.486+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f2ba7c39-e5cb-47aa-8b80-74c0426725b7","applyUrl":"https://jobs.ashbyhq.com/ashby/f2ba7c39-e5cb-47aa-8b80-74c0426725b7/application","descriptionHtml":"Iâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring our first Support Engineering Manager in AMER.
Support Engineering is the technical bridge between frontline Support, Product, and Engineering. The team investigates complex product and customer issues, helps confirm which problems truly require code changes, and enables the broader Support organization to resolve more issues independently. Weâre looking for a hands-on leader to make that bridge stronger as the function growsâaligning technical rigor with Ashbyâs broader standards for customer success.
This is not a traditional Support Manager role. Youâll manage and mentor Support Engineers, stay close to complex investigations, and work with Engineering and Product to improve how technical issues are diagnosed, escalated, and resolved. Youâll help define the standards and systems that let a small, highly technical team move quickly without sacrificing judgment or quality.
When a complex issue moves beyond frontline Support, Support Engineering investigates the problem using customer context, application behavior, logs, databases, integrations, APIs, and code-level context. The team determines whether the issue can be resolved through configuration, data correction, documentation, enablement, or an in-app changeâor whether it is a product defect that Engineering needs to fix. Your role is to make that path clearer and more effective: develop a deep understanding of how each partner team works, coach the investigation, and ensure escalations meet a shared standard for evidence, ownership, and customer impact.
Youâll lead the teamâs day-to-day technical development while building the connective tissue around it. That includes reviewing investigations and escalations, mentoring Support Engineers through ambiguous problems, clarifying triage and handoff practices, identifying recurring patterns, and partnering with frontline Support, Product, and Engineering on durable improvements. Youâll help ensure Support Engineering scales in a way that reflects Ashbyâs broader expectations for customer successânot simply by passing issues between teams, but by resolving more issues independently and making the right problems easier for Engineering to act on.
As the first Support Engineering Manager at Ashby, youâll have meaningful influence over how the function grows. Youâll balance people leadership with hands-on technical judgment, make pragmatic decisions with incomplete information, and focus the team on the work that most improves customer outcomes, strengthens cross-functional trust, and protects Engineering time.
Lead, coach, and develop Support Engineers through regular feedback, technical mentorship, career development, and clear expectations for ownership and judgment.
Stay close to complex investigations by reviewing technical work, joining escalations when useful, and coaching the team on APIs, integrations, logs, databases, data issues, configuration, and product behavior.
Build shared operating standards across Support, Support Engineering, Product, and Engineering that help frontline Support resolve more issues independently, reduce customer effort, and ensure Engineering receives clear, actionable escalations when code changes are needed.
Partner with Engineering and Product to synthesize recurring customer patterns, validate defects, improve supportability, and determine whether the right solution is a code change, documentation, tooling, enablement, or process improvement.
Identify the highest-leverage friction in the teamâs workflows and ship practical improvements to tooling, diagnostics, routing, documentation, and operating processes.
Hire and onboard future Support Engineers, help define the teamâs career path, and build a scalable model for technical growth as the function expands across regions.
Track and improve the outcomes that matter: resolution speed, escalation quality, frontline self-sufficiency, customer effort, recurring issue reduction, and Engineering time spent on confirmed defects and roadmap work.
You have direct people-management experience leading a technical support, developer support, production support, or support engineering team in a B2B SaaS or similarly complex software environment.
You are energized by hands-on people leadership: reviewing work, giving precise feedback, raising technical judgment, and helping strong engineers grow.
You have coached an Engineer through a specific technical or judgment gap and can point to what changed as a result.
You have enough technical depth to reason about APIs, integrations, logs, databases, application behavior, and code-level contextâand to coach others through ambiguous investigations.
You know how to distinguish a configuration, data, documentation, or enablement issue from a true product defect, and can help a team make that decision with evidence.
You have improved an escalation, triage, or support-to-Engineering workflow and can explain what changed, why you changed it, and how you measured the result.
You build structure without over-engineering. You can make clear decisions with incomplete information, ship a useful first version, and iterate based on what you learn. Youâve stood up processes, workflows, or standards from scratch.
You communicate clearly and thoughtfully with technical and non-technical audiences, especially when explaining tradeoffs, uncertainty, customer impact, and recommended action.
You have not yet directly managed a team, and your leadership experience has primarily been through mentorship, project leadership, or team-lead responsibilities. This role requires direct people-management experience, including accountability for team development, feedback, and day-to-day management.
Youâre looking primarily for a traditional queue-management or people-management role where you can stay removed from technical investigations and escalation quality.
Most of your experience is in internal IT, help desk, endpoint, infrastructure, cloud operations, or systems administration without substantial experience debugging customer-impacting SaaS applications and integrations.
You prefer to optimize processes from a distance rather than work directly with engineers on the details of diagnosis, evidence, and technical judgment.
You see Support Engineering primarily as a pass-through queue to Engineering rather than an investigation and enablement layer that should resolve more issues independently.
Youâre uncomfortable operating in a growing function where ownership boundaries, workflows, and success measures will continue to evolve.
You prefer prolonged analysis or perfect certainty over making a well-reasoned decision, learning quickly, and improving the system in motion.
Ashby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com.
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical leadership, people management, communication, judgment, and cross-functional collaboration.
Intro call with Recruiting â 30 min
Hiring Manager interview â 45 min
Take-home assessment - 5 days to complete
Support Leadership â 30 min
Founder interview â 30 min
Virtual Onsite â 75 min
Engineering Partnership â 30 min
Support Manager Partnership â 30 min
Closing Questions â 15 min
Benefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashbyâdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
A $1,200 annual learning and professional-development budget.
A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HELLO!\n\nIâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring our first Support Engineering Manager in AMER.\n\nSupport Engineering is the technical bridge between frontline Support, Product, and Engineering. The team investigates complex product and customer issues, helps confirm which problems truly require code changes, and enables the broader Support organization to resolve more issues independently. Weâre looking for a hands-on leader to make that bridge stronger as the function growsâaligning technical rigor with Ashbyâs broader standards for customer success.\n\nThis is not a traditional Support Manager role. Youâll manage and mentor Support Engineers, stay close to complex investigations, and work with Engineering and Product to improve how technical issues are diagnosed, escalated, and resolved. Youâll help define the standards and systems that let a small, highly technical team move quickly without sacrificing judgment or quality.\n\n\n\n\nABOUT THE ROLE\n\nWhen a complex issue moves beyond frontline Support, Support Engineering investigates the problem using customer context, application behavior, logs, databases, integrations, APIs, and code-level context. The team determines whether the issue can be resolved through configuration, data correction, documentation, enablement, or an in-app changeâor whether it is a product defect that Engineering needs to fix. Your role is to make that path clearer and more effective: develop a deep understanding of how each partner team works, coach the investigation, and ensure escalations meet a shared standard for evidence, ownership, and customer impact.\n\nYouâll lead the teamâs day-to-day technical development while building the connective tissue around it. That includes reviewing investigations and escalations, mentoring Support Engineers through ambiguous problems, clarifying triage and handoff practices, identifying recurring patterns, and partnering with frontline Support, Product, and Engineering on durable improvements. Youâll help ensure Support Engineering scales in a way that reflects Ashbyâs broader expectations for customer successânot simply by passing issues between teams, but by resolving more issues independently and making the right problems easier for Engineering to act on.\n\nAs the first Support Engineering Manager at Ashby, youâll have meaningful influence over how the function grows. Youâll balance people leadership with hands-on technical judgment, make pragmatic decisions with incomplete information, and focus the team on the work that most improves customer outcomes, strengthens cross-functional trust, and protects Engineering time.\n\n\n\n\nWHAT YOUâLL OWN\n\n - Lead, coach, and develop Support Engineers through regular feedback, technical mentorship, career development, and clear expectations for ownership and judgment.\n\n - Stay close to complex investigations by reviewing technical work, joining escalations when useful, and coaching the team on APIs, integrations, logs, databases, data issues, configuration, and product behavior.\n\n - Build shared operating standards across Support, Support Engineering, Product, and Engineering that help frontline Support resolve more issues independently, reduce customer effort, and ensure Engineering receives clear, actionable escalations when code changes are needed.\n\n - Partner with Engineering and Product to synthesize recurring customer patterns, validate defects, improve supportability, and determine whether the right solution is a code change, documentation, tooling, enablement, or process improvement.\n\n - Identify the highest-leverage friction in the teamâs workflows and ship practical improvements to tooling, diagnostics, routing, documentation, and operating processes.\n\n - Hire and onboard future Support Engineers, help define the teamâs career path, and build a scalable model for technical growth as the function expands across regions.\n\n - Track and improve the outcomes that matter: resolution speed, escalation quality, frontline self-sufficiency, customer effort, recurring issue reduction, and Engineering time spent on confirmed defects and roadmap work.\n\n\nYOU SHOULD APPLY IF\n\n - You have direct people-management experience leading a technical support, developer support, production support, or support engineering team in a B2B SaaS or similarly complex software environment.\n\n - You are energized by hands-on people leadership: reviewing work, giving precise feedback, raising technical judgment, and helping strong engineers grow.\n\n - You have coached an Engineer through a specific technical or judgment gap and can point to what changed as a result.\n\n - You have enough technical depth to reason about APIs, integrations, logs, databases, application behavior, and code-level contextâand to coach others through ambiguous investigations.\n\n - You know how to distinguish a configuration, data, documentation, or enablement issue from a true product defect, and can help a team make that decision with evidence.\n\n - You have improved an escalation, triage, or support-to-Engineering workflow and can explain what changed, why you changed it, and how you measured the result.\n\n - You build structure without over-engineering. You can make clear decisions with incomplete information, ship a useful first version, and iterate based on what you learn. Youâve stood up processes, workflows, or standards from scratch.\n\n - You communicate clearly and thoughtfully with technical and non-technical audiences, especially when explaining tradeoffs, uncertainty, customer impact, and recommended action.\n\n\nYOU SHOULD NOT APPLY IF\n\n - You have not yet directly managed a team, and your leadership experience has primarily been through mentorship, project leadership, or team-lead responsibilities. This role requires direct people-management experience, including accountability for team development, feedback, and day-to-day management.\n\n - Youâre looking primarily for a traditional queue-management or people-management role where you can stay removed from technical investigations and escalation quality.\n\n - Most of your experience is in internal IT, help desk, endpoint, infrastructure, cloud operations, or systems administration without substantial experience debugging customer-impacting SaaS applications and integrations.\n\n - You prefer to optimize processes from a distance rather than work directly with engineers on the details of diagnosis, evidence, and technical judgment.\n\n - You see Support Engineering primarily as a pass-through queue to Engineering rather than an investigation and enablement layer that should resolve more issues independently.\n\n - Youâre uncomfortable operating in a growing function where ownership boundaries, workflows, and success measures will continue to evolve.\n\n - You prefer prolonged analysis or perfect certainty over making a well-reasoned decision, learning quickly, and improving the system in motion.\n\n\n\n\nABOUT ASHBY\n\nAshby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at https://www.ashbyhq.com/ashbyhq.com http://ashbyhq.com.\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical leadership, people management, communication, judgment, and cross-functional collaboration.\n\n - Intro call with Recruiting â 30 min\n\n - Hiring Manager interview â 45 min\n\n - Take-home assessment - 5 days to complete\n\n - Support Leadership â 30 min\n\n - Founder interview â 30 min\n\n - Virtual Onsite â 75 min\n \n - Engineering Partnership â 30 min\n \n - Support Manager Partnership â 30 min\n \n - Closing Questions â 15 min\n\n\n\n\nBENEFITS\n\nBenefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashbyâdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - A $1,200 annual learning and professional-development budget.\n\n - A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n\n - Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"80c20b00-c3c3-441b-95bd-56eb870e77fb","title":"Product Support Engineer - NAMER","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-16T18:25:44.536+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/80c20b00-c3c3-441b-95bd-56eb870e77fb","applyUrl":"https://jobs.ashbyhq.com/ashby/80c20b00-c3c3-441b-95bd-56eb870e77fb/application","descriptionHtml":"Iâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring a Product Support Engineer in AMER.
Weâre expanding our global Support team to provide 24/7 coverage across time zones. Youâll join a growing AMER Support Engineering team of four and contribute to how we support customers across the region. We staff across regions rather than relying on on-call rotations; weâll discuss the specific schedule for this opening during the process.
Weâre hiring for both Product Support Specialist and Product Support Engineer roles.
Support Specialist owns cases and customer communication end-to-end. Troubleshoots complex issues by navigating internal tooling â audit logs, user experience testing, and API testing â to help customers reach successful outcomes.
Support Engineering serves as the escalation point between Support Specialists and Product Engineering. Owns integrations, supports data mapping and data migrations for customers, and resolves escalated tickets that don't require product code changes.
Please choose the role that best reflects your experience and interests rather than applying to both. If another Support role seems like a closer match, weâll consider that in our review.
Support Engineering is the technical layer between frontline Support and Engineering. Youâll take on complex issues involving integrations, APIs, permissions, data, reporting, migrations, and workflowsâusing application behavior, logs, databases, and customer context to determine whether an issue can be resolved through Support or represents a product defect.
Youâll investigate issues end to end using tools such as Plain, GitHub, Datadog, databases, and the codebase. You wonât write the fix; youâll give Engineering a well-validated escalation with reproduction steps, relevant evidence, customer impact, and a root-cause hypothesis when possible. Youâll also identify recurring issues, improve documentation and enablement, and partner with Product and Engineering on improvements. As a Support Engineer in AMER, youâll work alongside four Support Engineers in the region, help shape the operating practices and handoff norms the team is continuing to develop, and bring AMER customer patterns to a global team.
Own complex technical issues from intake through resolution or escalationâinvestigating APIs, integrations, logs, data, configuration, and workflows to determine whether Support can resolve them or Engineering should be involved.
Set a high bar for complex technical investigations and ensure Engineering receives clear, actionable, well-validated product issues.
Build trusted working relationships with frontline Support, Engineering, Product, Customer Success, and customers.
Identify recurring problems and turn them into documentation, enablement, tooling, process improvements, or product feedback.
Partner with Product and Engineering on recurring product improvements by synthesizing customer patterns, validating defects, and sharing the technical context needed to choose between a product change, documentation, tooling, or process improvement.
Contribute to AMER coverage, handoff, and operating practices alongside the regional Support Engineering team while bringing customer patterns to the global Support Engineering team.
Track and improve the outcomes that matter: resolution speed, escalation quality, fewer avoidable Engineering escalations, frontline self-sufficiency, reduced customer effort, and customer confidence.
Youâve worked in a hands-on, customer-centric technical role where you independently investigate ambiguous issues involving APIs, integrations, logs, data, and application behavior.
Youâre comfortable moving between customer conversations, APIs, logs, databases, product behavior, and code-level context to find root causes.
You can distinguish a configuration, data, documentation, or enablement issue from a true product defectâand explain your reasoning clearly.
You write precise investigations that others can quickly understand and act on, and communicate thoughtfully with technical and non-technical audiences across time zones.
You naturally look beyond the immediate ticket and improve the systems around it through documentation, enablement, tooling, or process design.
Youâre excited to contribute to an established AMER Support Engineering team, take on meaningful ownership, and help improve how the broader team works.
Youâre looking primarily for a high-volume support role centered on predefined troubleshooting steps, rather than open-ended technical investigation and ownership.
Most of your experience is in internal IT, help desk, endpoint, hardware, network, infrastructure, cloud operations, systems administration, infrastructure maintenance, or service deploymentâand you havenât worked extensively with customer-centric SaaS applications, APIs, logs, or data-backed troubleshooting.
You prefer to pass difficult issues to another team rather than reproduce, investigate, and explain them yourself.
Youâre looking for a role focused mainly on writing production code; this role diagnoses and escalates bugs but does not own code changes.
You prefer clear-cut problems and predefined answers over working through ambiguity with careful documentation, focused questions, and evidence-based decisions.
You want a narrowly defined role without regional operating ownership or projects that improve how the broader Support team works.
Ashby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com.
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points 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 easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim 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 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical reasoning, communication precision, and ownership.
Intro call with Recruiting â 30 min
Take-home assessment â 5 days to complete
Hiring Manager interview â 45â60 min
Virtual onsite â 120 min
Meet the team â 30 min
Technical & integration skills â 45 min
CS and Support leadership â 30 min
Closing questions â 15 min
Your onboarding will combine Ashby-wide product and company training with a Support Engineering-specific ramp plan. Youâll learn the product and support workflow, get familiar with the tools and systems used for technical investigations, and build relationships across Support, Product, and Engineering. With support from your manager and onboarding buddy, youâll take on increasingly complex investigations as you build context, with regular check-ins throughout your first 90 days.
Benefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashbyâdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
A $1,200 annual learning and professional-development budget.
A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HELLO!\n\nIâm Allie, Head of Support at Ashby. Iâm excited to share that weâre hiring a Product Support Engineer in AMER.\n\nWeâre expanding our global Support team to provide 24/7 coverage across time zones. Youâll join a growing AMER Support Engineering team of four and contribute to how we support customers across the region. We staff across regions rather than relying on on-call rotations; weâll discuss the specific schedule for this opening during the process.\n\n\n\n\nNOT SURE WHICH SUPPORT ROLE IS RIGHT FOR YOU?\n\nWeâre hiring for both Product Support Specialist and Product Support Engineer roles. \n\n - Support Specialist owns cases and customer communication end-to-end. Troubleshoots complex issues by navigating internal tooling â audit logs, user experience testing, and API testing â to help customers reach successful outcomes.\n\n - Support Engineering serves as the escalation point between Support Specialists and Product Engineering. Owns integrations, supports data mapping and data migrations for customers, and resolves escalated tickets that don't require product code changes.\n\nPlease choose the role that best reflects your experience and interests rather than applying to both. If another Support role seems like a closer match, weâll consider that in our review.\n\n\n\n\nABOUT THE ROLE\n\nSupport Engineering is the technical layer between frontline Support and Engineering. Youâll take on complex issues involving integrations, APIs, permissions, data, reporting, migrations, and workflowsâusing application behavior, logs, databases, and customer context to determine whether an issue can be resolved through Support or represents a product defect.\n\nYouâll investigate issues end to end using tools such as Plain, GitHub, Datadog, databases, and the codebase. You wonât write the fix; youâll give Engineering a well-validated escalation with reproduction steps, relevant evidence, customer impact, and a root-cause hypothesis when possible. Youâll also identify recurring issues, improve documentation and enablement, and partner with Product and Engineering on improvements. As a Support Engineer in AMER, youâll work alongside four Support Engineers in the region, help shape the operating practices and handoff norms the team is continuing to develop, and bring AMER customer patterns to a global team.\n\n\n\n\nWHAT YOUâLL OWN:\n\n - Own complex technical issues from intake through resolution or escalationâinvestigating APIs, integrations, logs, data, configuration, and workflows to determine whether Support can resolve them or Engineering should be involved.\n\n - Set a high bar for complex technical investigations and ensure Engineering receives clear, actionable, well-validated product issues.\n\n - Build trusted working relationships with frontline Support, Engineering, Product, Customer Success, and customers.\n\n - Identify recurring problems and turn them into documentation, enablement, tooling, process improvements, or product feedback.\n\n - Partner with Product and Engineering on recurring product improvements by synthesizing customer patterns, validating defects, and sharing the technical context needed to choose between a product change, documentation, tooling, or process improvement.\n\n - Contribute to AMER coverage, handoff, and operating practices alongside the regional Support Engineering team while bringing customer patterns to the global Support Engineering team.\n\n - Track and improve the outcomes that matter: resolution speed, escalation quality, fewer avoidable Engineering escalations, frontline self-sufficiency, reduced customer effort, and customer confidence.\n\n\nYOU SHOULD APPLY IF:\n\n - Youâve worked in a hands-on, customer-centric technical role where you independently investigate ambiguous issues involving APIs, integrations, logs, data, and application behavior.\n\n - Youâre comfortable moving between customer conversations, APIs, logs, databases, product behavior, and code-level context to find root causes.\n\n - You can distinguish a configuration, data, documentation, or enablement issue from a true product defectâand explain your reasoning clearly.\n\n - You write precise investigations that others can quickly understand and act on, and communicate thoughtfully with technical and non-technical audiences across time zones.\n\n - You naturally look beyond the immediate ticket and improve the systems around it through documentation, enablement, tooling, or process design.\n\n - Youâre excited to contribute to an established AMER Support Engineering team, take on meaningful ownership, and help improve how the broader team works.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Youâre looking primarily for a high-volume support role centered on predefined troubleshooting steps, rather than open-ended technical investigation and ownership.\n\n - Most of your experience is in internal IT, help desk, endpoint, hardware, network, infrastructure, cloud operations, systems administration, infrastructure maintenance, or service deploymentâand you havenât worked extensively with customer-centric SaaS applications, APIs, logs, or data-backed troubleshooting.\n\n - You prefer to pass difficult issues to another team rather than reproduce, investigate, and explain them yourself.\n\n - Youâre looking for a role focused mainly on writing production code; this role diagnoses and escalates bugs but does not own code changes.\n\n - You prefer clear-cut problems and predefined answers over working through ambiguity with careful documentation, focused questions, and evidence-based decisions.\n\n - You want a narrowly defined role without regional operating ownership or projects that improve how the broader Support team works.\n\n\n\n\nABOUT ASHBY\n\nAshby builds a suite of products that helps talent leaders, recruiters, and hiring managers run their hiring process significantly better. We raised a $50M Series D in July 2025 and support nearly 5,000 customers, including Shopify, Snowflake, OpenAI, Deliveroo, and Confluent. Weâre growing much faster than 100% year over year, with a team of roughly 300 people across 22+ countries. Learn more at ashbyhq.com https://www.ashbyhq.com/.\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe 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) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough and designed to give you enough information to assess whether Ashby is the right fit for you, while helping us evaluate technical reasoning, communication precision, and ownership.\n\n - Intro call with Recruiting â 30 min\n\n - Take-home assessment â 5 days to complete\n\n - Hiring Manager interview â 45â60 min\n\n - Virtual onsite â 120 min\n \n - Meet the team â 30 min\n \n - Technical & integration skills â 45 min\n \n - CS and Support leadership â 30 min\n \n - Closing questions â 15 min\n\n\n\n\nONBOARDING\n\nYour onboarding will combine Ashby-wide product and company training with a Support Engineering-specific ramp plan. Youâll learn the product and support workflow, get familiar with the tools and systems used for technical investigations, and build relationships across Support, Product, and Engineering. With support from your manager and onboarding buddy, youâll take on increasingly complex investigations as you build context, with regular check-ins throughout your first 90 days.\n\n\n\n\nBENEFITS\n\nBenefits vary by country and are shared in more detail during the process. International employees receive statutory benefits and, where available, employer-paid supplemental health coverage.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashbyâdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - A $1,200 annual learning and professional-development budget.\n\n - A one-time $2,000 home-office setup budget for furniture, monitors, peripherals, and ergonomic equipment, plus a company-provided laptop.\n\n - Extended health benefits for you and your dependents (subject to availability with our Employer of Record)\n\n - Opportunities to spend time with teammates through an annual company offsite, team offsites, local meetups, and virtual events.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"ce9f0432-7abf-4911-b644-69d0fb08d67f","title":"Renewal Manager, SMB - Americas","department":"Customer Success","team":"Contract Management","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-30T21:43:50.979+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/ce9f0432-7abf-4911-b644-69d0fb08d67f","applyUrl":"https://jobs.ashbyhq.com/ashby/ce9f0432-7abf-4911-b644-69d0fb08d67f/application","descriptionHtml":"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. Â
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.
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 Ashbyâs largest customer segment.Â
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.Â
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 Ashbyâs 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 customerâs 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 youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).
You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby
You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts
You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role
You are adaptable â 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 â 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 â you understand where our customers are coming from and strive to find a solution accordingly
You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company
You avoid taking ownership, and prefer to hand off various tasks
Dynamic situations make you uncomfortableÂ
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. Â
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 co-founders have written authentic pieces about Ashbyâs 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.
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
Weâre building the next generation of recruiting software and weâre 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Competitive salary and equity.
Opportunity to work with a talented and passionate team.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â 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 youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! I am Alex https://www.linkedin.com/in/alexandragelinas/, 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.  \n\nHaving 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.\n\n\n\n\nABOUT THE ROLE \n\nAs 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 Ashbyâs largest customer segment. \n\nAs 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. \n\nWith 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 Ashbyâs Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles woven into our processes.\n\n\n\nThis position requires expertise in core contract management competencies:\n\n - 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\n\n - 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 customerâs needs\n\n - 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\n\n - Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance\n\n - Understanding contract terminology and how to communicate these terms to customers\n\n\n\nOur 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.\n\n\n\nAshby 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 youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby\n\n - You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts\n\n - You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role\n\n - You are adaptable â you are able to be continuously learning and applying these learnings to your daily work\n\n - 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\n\n - 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)\n\n - You delight in having autonomy over your schedule â 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\n\n - You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly\n\n - You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company\n\n\n\n\nYOU MIGHT NOT BE A GREAT FIT IF:\n\n - You avoid taking ownership, and prefer to hand off various tasks\n\n - Dynamic situations make you uncomfortable \n\n - You find pricing conversations and negotiations demanding and taxing\n\n - You do not enjoy admin work and prefer to be in face-to-face meetings all day\n\n - 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.  \n\n - You prefer to work independently and not collaboratively\n\n - You prefer a rigid schedule with limited autonomy, as you find accountability challenging\n\n - You have difficulty working remotely full time\n\n\n\n\nOUR CULTURE\n\nOur co-founders have written authentic pieces about Ashbyâs communication https://www.ashbyhq.com/blog/culture/thoughtful-communication and operating principles https://www.ashbyhq.com/blog/culture/ashbys-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.\n\n\n\n\nINTERVIEW PROCESS\n\n - Recruiter Interview: 30 minutes\n\n - Hiring Manager Interview: 30-45 minutes\n\n - Take-Home Assignment: 30-45 minutes\n\n - Final Panel:\n \n - Cross-Functional Interview with Sales and Customer Success: 30-45 minutes\n \n - Contract Management at Ashby: 30-45 minutes\n \n - Negotiation and Stakeholder Management: 30 minutes\n \n - Closing Questions: 15 minutes\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.\n\nWe 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - Opportunity to work with a talented and passionate team.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\n\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"5d4b0ed6-da8c-4377-a43a-c45bf90a0073","title":"Sr. Total Rewards Manager","department":"People & Talent","team":"Human Resources","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-09-11T00:46:08.659+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/5d4b0ed6-da8c-4377-a43a-c45bf90a0073","applyUrl":"https://jobs.ashbyhq.com/ashby/5d4b0ed6-da8c-4377-a43a-c45bf90a0073/application","descriptionHtml":"Hi! Iâm Rachel and I lead People Operations here at Ashby. I recently joined and Iâm excited that we're expanding our team! The People Operations Team provides support to Ashby employees through the development and implementation of programs, policies, and services that contribute to a productive and inclusive working environment. We ensure that the work we do aligns with our Operating Principles and strengthens the environment we're building at Ashby. Our approach is to do things differently â we prioritize what truly fits our team and enhances how we work together. By embracing creativity and customization, we aim to create a people-first culture that drives both individual and organizational success.
We review all applications, and there isnât a benefit to applying quickly. Take your time, look at the application questions and please submit before the application deadline! We arenât able to take calls outside of the interview process, so reaching out to the team wonât push your application forward.
Weâre looking for an experienced Total Rewards leader to build and own Ashbyâs total rewards function through our next phase of growth.
This is a builderâs role. Some of the foundation is in place; a lot of it isnât. Youâll set the philosophy, design the frameworks, build the infrastructure, and run the work day to day. Itâs a chance to shape how a company rewards its people rather than administer decisions someone else made.
Itâs also unusually analytical, and unusually creative. Ashbyâs Total Rewards philosophy is principled and intentionally not one-size-fits-all: approaches vary by function, because different parts of the business compete in different talent markets. Total Rewards partners closely with leadership to provide the structure, documentation, guidance, and governance that keep those approaches equitable, competitive, and scalable. The upshot is that the most interesting problems here donât have off-the-shelf answers. How do you price a role that survey data doesnât cover? How do you keep a flexible system fair and explainable? How do you tell, early, that one talent market has moved while the others havenât? Youâll need real fluency with data, the discipline to structure a problem before you solve it, and the confidence to invent the model when no model exists.
A lot of this work looks less like administering a program and more like a well-run strategy engagement: frame the question, get the data, build the model, pressure-test the answer, and bring leaders a recommendation with the tradeoffs made explicit. The difference is that here you also go implement it.
Youâll partner closely with People Ops, Finance, Talent Acquisition, Legal, and functional leaders to design programs that support how Ashby attracts, retains, and rewards exceptional people â building a more scalable approach while preserving the flexibility each part of the business needs.
Weâre looking for someone who has built and scaled Total Rewards in high-growth, VC-backed SaaS companies and is energized by all three of philosophy, systems, and execution â someone who would rather go build the analysis than wait for it.
This role starts as an individual contributor and is expected to grow into people management as the function scales.
Building Ashbyâs compensation infrastructure
Bands, leveling alignment, market positioning, review cadences, benchmarking methodology, and clear guidance for offers, promotions, refreshers, and market adjustments â globally, and in partnership with founders, executives, and functional leaders. Some areas are mature; others are still forming. Youâll bring structure to the ambiguity with frameworks that are principled, practical, and hold up under scrutiny. You will be responsible for helping leaders reason through tradeoffs, bringing them a clear recommendation and the logic behind it, and documenting the non-standard rather than handing anyone a rule book.
Reading the market and helping Ashby adapt quickly
Combine market data, internal data, and outside signals to allow us to respond quickly and at scale when conditions change. Build the mechanisms that catch market movement across the whole company, not just the functions with the loudest signals: find the gaps in survey coverage, spot which teams are repricing faster than others, form a view on why, and turn what you see into a recommendation.
Owning Total Rewards strategy end-to-end
Compensation, equity, benefits, and perks. With founders and company leaders, define the philosophy, principles, and long-term direction for how we reward people globally. Evaluate our programs continuously and make recommendations that balance market competitiveness, internal equity, business needs, and long-term sustainability â framed the way a good strategy memo is framed: the options, the tradeoffs, and where you land.
Leading benefits strategy and administration
Own global benefits end to end: strategy, selection, renewals, plan design, competitiveness assessment, broker and vendor management, and the systems and processes behind a strong employee experience.
Leading equity program infrastructure
Partner with Finance and company leadership to bring structure, consistency, and scalability to equity practices, support program administration, and help employees understand how equity fits within the broader Total Rewards picture.
Building scalable systems and operations
Improve the systems, workflows, documentation, and operational processes behind Total Rewards. You will work in tools like CandorIQ, Pave, and OpenComp. You will use automation, AI, and good operational design to get roles to market quickly, support pay decisions efficiently, and keep the underlying data trustworthy.
Acting as a trusted cross-functional partner
Youâre the subject matter expert for Total Rewards at Ashby. Youâll help leaders navigate rewards decisions with sound judgment, fairness, and clarity â and make complicated questions land simply in front of founders and executives.
Preparing the function to scale
You begin as a hands-on functional owner, but youâll build with future scale in mind by establishing the documentation, operating rhythms, standards, and decision-making frameworks the function will need as it grows, and flagging the organizational needs ahead.
You bring several years of progressive Total Rewards experience, including meaningful ownership of compensation, benefits, and equity programs in high-growth organizations and youâve built compensation infrastructure from the ground up.
You bring an analytical first mindset. You build the model, pressure-test your own numbers, and would rather run the analysis yourself than wait for someone else to.
Youâre a structured thinker. You take a messy question, break it into the parts that matter, form a hypothesis, and test it â and you can walk someone through your reasoning without losing them.
Youâre a creative problem solver in the comp space. When benchmarks are thin or the role is new, you reason from first principles and design the approach that fits the problem and not the one you used last time.
Youâre comfortable where some principles are centralized and other elements are tailored by function, and you can keep that flexibility equitable and explainable.
Youâve built and scaled compensation frameworks and benefits programs for globally distributed organizations, ideally through periods of significant growth.
You can support leaders with different needs and viewpoints while holding the line on trust, consistency, and decision quality.
Youâre highly effective at both strategy and execution, and comfortable being the primary owner of the work day to day.
Youâre an exceptional communicator who can make complex Total Rewards topics land with any audience and can show the reasoning behind a number, not just the number. Youâre comfortable putting a recommendation in front of founders and defending it.
Youâre detail-oriented and operationally strong, always looking for ways to improve systems, processes, and program quality.
Youâve led or managed others, or youâre excited to build and eventually scale a Total Rewards team.
Experience building and scaling global compensation and benefits programs across multiple regions and employment models.
Experience using automation, AI, and technology to make Total Rewards operations faster, more accurate, and more scalable.
Strong modeling and data skills beyond the standard toolkit including advanced spreadsheet work, SQL, Python, or BI tools.
A background that blends Total Rewards with strategy consulting, corporate finance or FP&A, or people analytics. We value people who have been trained to structure and solve ambiguous problems, wherever they learned to do it.
Experience with tools such as CandorIQ, Pave, and OpenComp.
You want to bring your own Total Rewards playbook and install it at Ashby, rather than reimagine and evolve whatâs already been started.
You prefer operating inside highly standardized programs to building and adapting them in a more flexible environment.
Youâre less interested in the hands-on work of running the function â including doing the analysis yourself.
You reach for the benchmark before the reasoning, or you need rigid rules to make a call.
Youâd rather present the data than the recommendation.
Youâre uncomfortable making decisions in ambiguity or helping leaders through nuanced compensation questions.
Your experience is concentrated in one area of Total Rewards, with limited exposure across compensation, equity, and benefits.
Youâre not energized by partnering across functions, balancing competing perspectives, and shaping practical solutions.
Most of your experience is in mature organizations with established programs, processes, and teams, without having had to build infrastructure through growth and change.
Our interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:
Recruiter Screen with Talent Acquisition Team - 30 minutes
Hiring Manager Interview - 45 minutes
Take Home Assignment
Followed by 1 hour live session to discuss
Virtual Onsite - 2.5-3 hours
Final Round with CEO - 30 minutes
Weâre building the next generation of recruiting software and weâre 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
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 youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! Iâm Rachel and I lead People Operations here at Ashby. I recently joined and Iâm excited that we're expanding our team! The People Operations Team provides support to Ashby employees through the development and implementation of programs, policies, and services that contribute to a productive and inclusive working environment. We ensure that the work we do aligns with our Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#operating-principles and strengthens the environment we're building at Ashby. Our approach is to do things differently â we prioritize what truly fits our team and enhances how we work together. By embracing creativity and customization, we aim to create a people-first culture that drives both individual and organizational success.\n\nWe review all applications, and there isnât a benefit to applying quickly. Take your time, look at the application questions and please submit before the application deadline! We arenât able to take calls outside of the interview process, so reaching out to the team wonât push your application forward.\n\n\n\n\nABOUT THE ROLE\n\nWeâre looking for an experienced Total Rewards leader to build and own Ashbyâs total rewards function through our next phase of growth.\n\nThis is a builderâs role. Some of the foundation is in place; a lot of it isnât. Youâll set the philosophy, design the frameworks, build the infrastructure, and run the work day to day. Itâs a chance to shape how a company rewards its people rather than administer decisions someone else made.\n\nItâs also unusually analytical, and unusually creative. Ashbyâs Total Rewards philosophy is principled and intentionally not one-size-fits-all: approaches vary by function, because different parts of the business compete in different talent markets. Total Rewards partners closely with leadership to provide the structure, documentation, guidance, and governance that keep those approaches equitable, competitive, and scalable. The upshot is that the most interesting problems here donât have off-the-shelf answers. How do you price a role that survey data doesnât cover? How do you keep a flexible system fair and explainable? How do you tell, early, that one talent market has moved while the others havenât? Youâll need real fluency with data, the discipline to structure a problem before you solve it, and the confidence to invent the model when no model exists.\n\nA lot of this work looks less like administering a program and more like a well-run strategy engagement: frame the question, get the data, build the model, pressure-test the answer, and bring leaders a recommendation with the tradeoffs made explicit. The difference is that here you also go implement it.\n\nYouâll partner closely with People Ops, Finance, Talent Acquisition, Legal, and functional leaders to design programs that support how Ashby attracts, retains, and rewards exceptional people â building a more scalable approach while preserving the flexibility each part of the business needs.\n\nWeâre looking for someone who has built and scaled Total Rewards in high-growth, VC-backed SaaS companies and is energized by all three of philosophy, systems, and execution â someone who would rather go build the analysis than wait for it.\n\nThis role starts as an individual contributor and is expected to grow into people management as the function scales.\n\n\n\n\nYOU'LL BE RESPONSIBLE FOR\n\nBuilding Ashbyâs compensation infrastructure\n\nBands, leveling alignment, market positioning, review cadences, benchmarking methodology, and clear guidance for offers, promotions, refreshers, and market adjustments â globally, and in partnership with founders, executives, and functional leaders. Some areas are mature; others are still forming. Youâll bring structure to the ambiguity with frameworks that are principled, practical, and hold up under scrutiny. You will be responsible for helping leaders reason through tradeoffs, bringing them a clear recommendation and the logic behind it, and documenting the non-standard rather than handing anyone a rule book.\n\nReading the market and helping Ashby adapt quickly\n\nCombine market data, internal data, and outside signals to allow us to respond quickly and at scale when conditions change. Build the mechanisms that catch market movement across the whole company, not just the functions with the loudest signals: find the gaps in survey coverage, spot which teams are repricing faster than others, form a view on why, and turn what you see into a recommendation.\n\nOwning Total Rewards strategy end-to-end\n\nCompensation, equity, benefits, and perks. With founders and company leaders, define the philosophy, principles, and long-term direction for how we reward people globally. Evaluate our programs continuously and make recommendations that balance market competitiveness, internal equity, business needs, and long-term sustainability â framed the way a good strategy memo is framed: the options, the tradeoffs, and where you land.\n\nLeading benefits strategy and administration\n\nOwn global benefits end to end: strategy, selection, renewals, plan design, competitiveness assessment, broker and vendor management, and the systems and processes behind a strong employee experience.\n\nLeading equity program infrastructure\n\nPartner with Finance and company leadership to bring structure, consistency, and scalability to equity practices, support program administration, and help employees understand how equity fits within the broader Total Rewards picture.\n\nBuilding scalable systems and operations\n\nImprove the systems, workflows, documentation, and operational processes behind Total Rewards. You will work in tools like CandorIQ, Pave, and OpenComp. You will use automation, AI, and good operational design to get roles to market quickly, support pay decisions efficiently, and keep the underlying data trustworthy.\n\nActing as a trusted cross-functional partner\n\nYouâre the subject matter expert for Total Rewards at Ashby. Youâll help leaders navigate rewards decisions with sound judgment, fairness, and clarity â and make complicated questions land simply in front of founders and executives.\n\nPreparing the function to scale\n\nYou begin as a hands-on functional owner, but youâll build with future scale in mind by establishing the documentation, operating rhythms, standards, and decision-making frameworks the function will need as it grows, and flagging the organizational needs ahead.\n\n\n\n\nYOU COULD BE A GREAT FIT IF\n\n - You bring several years of progressive Total Rewards experience, including meaningful ownership of compensation, benefits, and equity programs in high-growth organizations and youâve built compensation infrastructure from the ground up.\n\n - You bring an analytical first mindset. You build the model, pressure-test your own numbers, and would rather run the analysis yourself than wait for someone else to.\n\n - Youâre a structured thinker. You take a messy question, break it into the parts that matter, form a hypothesis, and test it â and you can walk someone through your reasoning without losing them.\n\n - Youâre a creative problem solver in the comp space. When benchmarks are thin or the role is new, you reason from first principles and design the approach that fits the problem and not the one you used last time.\n\n - Youâre comfortable where some principles are centralized and other elements are tailored by function, and you can keep that flexibility equitable and explainable.\n\n - Youâve built and scaled compensation frameworks and benefits programs for globally distributed organizations, ideally through periods of significant growth.\n\n - You can support leaders with different needs and viewpoints while holding the line on trust, consistency, and decision quality.\n\n - Youâre highly effective at both strategy and execution, and comfortable being the primary owner of the work day to day.\n\n - Youâre an exceptional communicator who can make complex Total Rewards topics land with any audience and can show the reasoning behind a number, not just the number. Youâre comfortable putting a recommendation in front of founders and defending it.\n\n - Youâre detail-oriented and operationally strong, always looking for ways to improve systems, processes, and program quality.\n\n - Youâve led or managed others, or youâre excited to build and eventually scale a Total Rewards team.\n\n\nBONUS POINTS IF YOU HAVE\n\n - Experience building and scaling global compensation and benefits programs across multiple regions and employment models.\n\n - Experience using automation, AI, and technology to make Total Rewards operations faster, more accurate, and more scalable.\n\n - Strong modeling and data skills beyond the standard toolkit including advanced spreadsheet work, SQL, Python, or BI tools.\n\n - A background that blends Total Rewards with strategy consulting, corporate finance or FP&A, or people analytics. We value people who have been trained to structure and solve ambiguous problems, wherever they learned to do it.\n\n - Experience with tools such as CandorIQ, Pave, and OpenComp.\n\n\nTHIS ROLE MAY NOT BE A FIT IF\n\n - You want to bring your own Total Rewards playbook and install it at Ashby, rather than reimagine and evolve whatâs already been started.\n\n - You prefer operating inside highly standardized programs to building and adapting them in a more flexible environment.\n\n - Youâre less interested in the hands-on work of running the function â including doing the analysis yourself.\n\n - You reach for the benchmark before the reasoning, or you need rigid rules to make a call.\n\n - Youâd rather present the data than the recommendation.\n\n - Youâre uncomfortable making decisions in ambiguity or helping leaders through nuanced compensation questions.\n\n - Your experience is concentrated in one area of Total Rewards, with limited exposure across compensation, equity, and benefits.\n\n - Youâre not energized by partnering across functions, balancing competing perspectives, and shaping practical solutions.\n\n - Most of your experience is in mature organizations with established programs, processes, and teams, without having had to build infrastructure through growth and change.\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Recruiter Screen with Talent Acquisition Team - 30 minutes\n\n - Hiring Manager Interview - 45 minutes\n\n - Take Home Assignment\n \n - Followed by 1 hour live session to discuss\n\n - Virtual Onsite - 2.5-3 hours\n\n - Final Round with CEO - 30 minutes\n\n\nABOUT ASHBY\n\nWeâre building the next generation of recruiting software and weâre 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"2b401986-a491-4f9b-9c22-63079bcd64c2","title":"Strategic Customer Success Manager - Americas","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-30T20:44:38.129+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2b401986-a491-4f9b-9c22-63079bcd64c2","applyUrl":"https://jobs.ashbyhq.com/ashby/2b401986-a491-4f9b-9c22-63079bcd64c2/application","descriptionHtml":"Hi, Iâm Loren, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space.
Our Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. Weâre thrilled to be hiring our next Strategic CSM 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.
Youâre 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 âAh ha!â moments by tailoring configuration, driving product adoption, and crafting training to address a customerâs specific challenges so they achieve their intended business outcomes.
Youâve worked with technically complex products and show a strong curiosity to explore details and understand how things work.
You Should Apply If:
đŁ 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.
đ§ 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.
âïžYou thrive in complexity. Ashby is powerful and highly configurable; youâre energized by learning a product with depth, and you can translate that knowledge into creative solutions for your customers.
đ§âđ« Youâre excited to help shape a new segment. Our Strategic customer motion is still evolving; youâll be iterating on playbooks, helping us learn what works, and turning those learnings into repeatable processes for the team.
đ 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.
đ You are always looking for ways to improve your work through data.
đ„You may have been a recruiter, hiring manager, or interviewer before. That experience helps you quickly connect Ashbyâs workflows to real-world hiring problems (though itâs not required).
Why you shouldnât apply:
You prefer managing a broad, high-volume book of business (if so, see our Mid-Market 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.
Youâre 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 isnât interesting, this job isnât going to be for you.
Weâre building the next generation of enterprise software, and weâre 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Our interview process is thorough â 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
Mock Customer Call - 45 Minutes
Final Round - 1 hour
Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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 youâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Iâm Loren https://www.linkedin.com/in/lfoseid/, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space. \n\nOur Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. Weâre thrilled to be hiring our next Strategic CSM as we continue to grow the team.\n\nIn 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.\n\nAshby 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.\n\nRole Requirements:\n\n - 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.\n\n - Youâre 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.\n\n - You have experience working closely with cross-functional stakeholders across Sales, Marketing, Product, and Operations.\n\n - You love becoming a product and industry expert. You create âAh ha!â moments by tailoring configuration, driving product adoption, and crafting training to address a customerâs specific challenges so they achieve their intended business outcomes.\n\n - Youâve worked with technically complex products and show a strong curiosity to explore details and understand how things work.\n\nYou Should Apply If:\n\n - đŁ 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.\n\n - đ§ 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.\n\n - âïžYou thrive in complexity. Ashby is powerful and highly configurable; youâre energized by learning a product with depth, and you can translate that knowledge into creative solutions for your customers.\n\n - đ§âđ« Youâre excited to help shape a new segment. Our Strategic customer motion is still evolving; youâll be iterating on playbooks, helping us learn what works, and turning those learnings into repeatable processes for the team.\n\n - đ 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.\n\n - đ You are always looking for ways to improve your work through data.\n\n - đ„You may have been a recruiter, hiring manager, or interviewer before. That experience helps you quickly connect Ashbyâs workflows to real-world hiring problems (though itâs not required).\n\nWhy you shouldnât apply:\n\n - You prefer managing a broad, high-volume book of business (if so, see our Mid-Market or Startup roles).\n\n - 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).\n\n - 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.\n\n - Youâre 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 isnât interesting, this job isnât going to be for you.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. \n\nhttps://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWeWe 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. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call with Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45 Minutes\n\n - Mock Customer Call - 45 Minutes\n\n - Final Round - 1 hour\n \n - Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.\n\n\nBENEFITS\n\n - Youâll 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.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre 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.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"62d4f71e-f56c-447a-a965-a9c2ea8eac5e","title":"Mid-Market Customer Success Manager - EMEA","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}}],"publishedAt":"2026-09-18T19:59:44.600+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/62d4f71e-f56c-447a-a965-a9c2ea8eac5e","applyUrl":"https://jobs.ashbyhq.com/ashby/62d4f71e-f56c-447a-a965-a9c2ea8eac5e/application","descriptionHtml":"Hi, Denise here and I am the Head of Mid-Market Customer Success at Ashby đ. Our team is passionate about shaping and scaling an exceptional high-touch customer experience across the mid-market segment. As we continue expanding we are thrilled to be hiring our next CSM in EMEA to help shape how we serve customers in this region, ranging from high growth start ups to public companies.
As a member of our Customer Success team, you will help us continue to grow our High Touch Mid-Market Customer Success function. In this role, you'll implement, train, and support the adoption of Ashby with customers across the region, partnering closely with a talented group of four CSMs on the EMEA Mid-Market team.
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 two years), supporting the implementation and adoption of complex technologies. In this role, you will manage four to eight week implementations, while continuing to deliver value through the customer journey.
Youâre experienced managing a book of ~60 mid-market customers, exceeding $1.5M in total ARR. You enjoy 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 and have experience doing this in a previous customer success role. You can create âAh ha!â moments by tailoring training and product walk throughs to address a customerâs specific challenges.
Youâve worked with technically complex products and show a strong curiosity to explore details and understand how things work.
You Should Apply If:
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You avoid business jargon.
đ§ You are a great listener. You see your role as providing the voice of the customer to internal stakeholders so we can ensure that our product roadmap delivers value.
đYou enjoy working with a larger book of varied customers, and can effectively prioritise your time to make the biggest impact.
𧩠Youâre energised by learning and supporting a complex product. You enjoy diving deep into technical details, navigating advanced configurations, and data workflows, and you enjoy helping customers make sense of them.
đ§âđ« You love to teach. Whether itâs a complex report to a very tenured data analyst, or a workflow to a brand new recruiter, who is new to SaaS tools, you see every teaching moment as an opportunity.
âïž You are not only excited about driving renewals, but also crafting repeatable processes that will allow our go-to-market team to scale well in future.
đ Your peers describe you as detail oriented. You obsess over sending crisp follow-up emails, on time. You take pride in internal operations, like real-time CRM updates.
âĄïž You move fast. You leverage tools/technology to maximize your time. You are at home managing a wide range of customers, and prioritizing effectively.
đșïž You're energized by an ever-improving work environment. Our team is growing, and continually iterating on processes - we live by our Operating Principle of \"Implement Continuous Improvement\"
đ You are always looking for ways to improve your work through data.
đšâđšâđ§âđ§ You have been a recruiter, hiring manager or interviewer in a previous role. Recruiting experience paired with SaaS CSMing helps to make the onboarding process quicker, and can help you serve as a trusted advisor to our customers. Not a requirement though!
Why you shouldnât apply:
If you tend to thrive with a smaller, more focused book of customers, this role likely isnât the right fit. Our Mid-Market CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.
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 our leading indicators. For renewal negotiation and upsell, we have a lovely 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.
Youâre 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 feels âbeneath youâ, this job isnât going to be for you.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/.
We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are already working with thousands of amazing companies, including Opendoor, Plaid, Airtable, Snyk, Benchling and SalesLoft.
Weâve built an incredible team and exceptional product over the past few years, and we are truly just getting started. In short, this is the perfect time to join đ
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 Interview - 45 Minutes
Panel Interview - 1 hour
Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.
Youâll 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 shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave.
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.
Private medical insurance, dependent on your region.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Denise https://www.linkedin.com/in/deniseeures/ here and I am the Head of Mid-Market Customer Success at Ashby đ. Our team is passionate about shaping and scaling an exceptional high-touch customer experience across the mid-market segment. As we continue expanding we are thrilled to be hiring our next CSM in EMEA to help shape how we serve customers in this region, ranging from high growth start ups to public companies. \n\nAs a member of our Customer Success team, you will help us continue to grow our High Touch Mid-Market Customer Success function. In this role, you'll implement, train, and support the adoption of Ashby with customers across the region, partnering closely with a talented group of four CSMs on the EMEA Mid-Market team.\n\nAshby 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.\n\nRole Requirements:\n\n - You have a strong track record of customer success experience in B2B SaaS (at least two years), supporting the implementation and adoption of complex technologies. In this role, you will manage four to eight week implementations, while continuing to deliver value through the customer journey.\n\n - Youâre experienced managing a book of ~60 mid-market customers, exceeding $1.5M in total ARR. You enjoy developing relationships across a broad set of stakeholders while supporting existing teams to drive adoption and retention\n\n - You have experience working closely with cross-functional stakeholders across Sales, Marketing, Product, and Operations.\n\n - You love becoming a product and industry expert and have experience doing this in a previous customer success role. You can create âAh ha!â moments by tailoring training and product walk throughs to address a customerâs specific challenges.\n\n - Youâve worked with technically complex products and show a strong curiosity to explore details and understand how things work.\n\n\n\nYou Should Apply If:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You avoid business jargon.\n\n - đ§ You are a great listener. You see your role as providing the voice of the customer to internal stakeholders so we can ensure that our product roadmap delivers value.\n\n - đYou enjoy working with a larger book of varied customers, and can effectively prioritise your time to make the biggest impact.\n\n - 𧩠Youâre energised by learning and supporting a complex product. You enjoy diving deep into technical details, navigating advanced configurations, and data workflows, and you enjoy helping customers make sense of them.\n\n - đ§âđ« You love to teach. Whether itâs a complex report to a very tenured data analyst, or a workflow to a brand new recruiter, who is new to SaaS tools, you see every teaching moment as an opportunity.\n\n - âïž You are not only excited about driving renewals, but also crafting repeatable processes that will allow our go-to-market team to scale well in future.\n\n - đ Your peers describe you as detail oriented. You obsess over sending crisp follow-up emails, on time. You take pride in internal operations, like real-time CRM updates.\n\n - âĄïž You move fast. You leverage tools/technology to maximize your time. You are at home managing a wide range of customers, and prioritizing effectively.\n\n - đșïž You're energized by an ever-improving work environment. Our team is growing, and continually iterating on processes - we live by our Operating Principle of \"Implement Continuous Improvement\"\n\n - đ You are always looking for ways to improve your work through data.\n\n - đšâđšâđ§âđ§ You have been a recruiter, hiring manager or interviewer in a previous role. Recruiting experience paired with SaaS CSMing helps to make the onboarding process quicker, and can help you serve as a trusted advisor to our customers. Not a requirement though!\n\n\n\nWhy you shouldnât apply:\n\n - If you tend to thrive with a smaller, more focused book of customers, this role likely isnât the right fit. Our Mid-Market CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.\n\n - 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)\n\n - 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 our leading indicators. For renewal negotiation and upsell, we have a lovely 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.\n\n - Youâre 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 feels âbeneath youâ, this job isnât going to be for you.\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/. \n\nWe are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are already working with thousands of amazing companies, including Opendoor, Plaid, Airtable, Snyk, Benchling and SalesLoft.\n\nWeâve built an incredible team and exceptional product over the past few years, and we are truly just getting started. In short, this is the perfect time to join đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur 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:\n\n - Intro Call with Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45 Minutes\n\n - Take-Home/Presentation Interview - 45 Minutes\n\n - Panel Interview - 1 hour\n \n - Rather than a traditional panel interview with a large group, we structure our panel into two focused conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting centered on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, dive into a product complexity exercise, then wrap up with a quick closing call with the hiring manager.\n\n\n\n\nBENEFITS\n\n - Youâll 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.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - Private medical insurance, dependent on your region.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"1290fe74-72f6-4544-ad7d-562f89ecd780","title":"Sr. Product Marketing Manager, Enterprise","department":"Marketing","team":"Product Marketing","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-08-26T00:06:16.205+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/1290fe74-72f6-4544-ad7d-562f89ecd780","applyUrl":"https://jobs.ashbyhq.com/ashby/1290fe74-72f6-4544-ad7d-562f89ecd780/application","descriptionHtml":"Hi đ Iâm Rosalia, and I look after our Product Marketing team at Ashby. I started my career in Product Marketing and helped build the Sales Enablement function at HubSpot during its journey from startup to IPO. Since then, I've worked across RevOps and Customer Marketing at Procore and Meta, partnering with incredible teams to bring differentiated products to market. I first heard of Ashby through our Head of Content, Anum, with whom I'd spent those early days at HubSpot, and was inspired by the level of thoughtfulness and operating principles I saw and read about. I joined Ashby in April of 2024 to lead Product Marketing, thrilled to build something meaningful with people I admire, and to help shape the future of hiring in a way that's thoughtful, effective, and human.
We're a small team with high standards and mutual respect for our teammates and community. The way we do Product Marketing at Ashby reflects that, all with a good dose of fun đ. We value clarity over cleverness, lean into autonomy, and treat writing well and first-principles thinking as core parts of the job. We avoid jargon, favor plain English, and focus on helping customers and prospects genuinely understand what our product does and how it can help them.
What weâre looking for
We're looking for a Senior Product Marketing Manager to own our Enterprise narrative, content and enable our go-to-market teams with clarity and confidence.
This includes the messaging, content, and sales support that helps us win and grow our largest, most complex customers. This role is about deeply understanding what it takes to sell and support Ashby at the Enterprise level: longer sales cycles, more sophisticated buying committees, and a much wider set of stakeholders (Finance, Legal, Analysts, Heads of Talent, RecOps, and more).
You'll partner closely with our Director of Product Marketing to make sure Enterprise messaging ladders up to Ashby's overarching company narrative, while you go deep on what makes that narrative land specifically with Enterprise and upper mid-market buyers. You will synthesize inputs from customer research, product direction, market dynamics, and company vision into clear, compelling narratives that scale across the segment.
Youâll work hand-in-hand with Solutions Engineers and Sales Leaders to drive success within the segment, as well as collaborate with other marketing teams such as our Content & Community, Demand Gen, Events and Partnerships, to influence campaigns for the Enterprise segment.
This role is a great fit for someone who loves to problem-solve through complexity, enjoys working with sophisticated buyers, and wants to own a full segment end-to-end.
Your Background
There's no perfect path into this role. We're open to a variety of backgrounds, including:
Product Marketing
Sales Enablement
Competitive Intelligence
Solutions Consulting or Sales Engineering
What Youâll Do
Own Enterprise segment narrative development
Conduct deep research and develop messaging for the full Enterprise buying committee: Finance, Legal, Analysts, Heads of Talent, RecOps, and other stakeholders that don't show up the same way in smaller segments.
Translate Ashby's company-level narrative into a story that resonates with Enterprise and upper mid-market buyers.
Maintain the Enterprise messaging framework that empowers Sales, Solutions Engineering, and Customer Success to communicate, sell and service Ashbyâs differentiation with confidence.
Be a strategic partner to Enterprise sales
Partner deeply with Sales Leadership and Solutions Engineering to identify opportunities within the segment
Develop Enterprise-specific enablement and build campaigns and materials that support the Enterprise sales process.
Act as the source of truth and connective tissue between Marketing, CS, and Sales on how to speak to the Enterprise buyer, overall messaging and collateral
Deliver well-crafted trainings to sales in collaboration with other sales-supporting teams to move forward audience positioning and other key initiatives.
Develop Enterprise-specific content
Own the content and collateral that's unique to Enterprise: case studies, decks, one-pagers, and campaigns, including 1-1 and 1-to-few ABM built for this buyer set.
Support TCO reports and ROI content that help Enterprise buyers and champions justify Ashby internally.
Make sure CS, Sales, and Marketing are aligned and working from the same Enterprise messaging.
Examples of Projects You'll Work On
Support Enterprise ABM initiatives: Support enterprise messaging for the marketing ABM program with the content, and compelling creative campaigns that support 1-1 and 1-to-few messaging.
Analyst Relations Briefs: Partnering with Analyst Relations to prepare and brief analysts and press on Ashbyâs offerings.
Sales Leadership Strategic Initiatives: Work with Sales Leadership to translate big ideas and top company priorities into actionable assets, initiatives and roll outs that the Sales Team can use to drive deals forward.
Enterprise buying committee messaging: Build out messaging tailored to secondary Enterprise stakeholders (Legal, Analysts, RecOps) who influence but don't lead the buying process.
Enterprise sales deck refresh: Partner with Sales leadership to refresh the core Enterprise pitch as our narrative evolves.
Cross-functional alignment: Make sure CS, Sales, and Marketing are aligned and using the same Enterprise messaging as new campaigns roll out.
You Might Be a Fit If You ...
Love the complexity of Enterprise buying: multiple stakeholders, longer cycles, higher stakes.
Are a confident writer who can flex a company narrative to resonate with a more sophisticated, skeptical buyer.
Are comfortable owning your own copy and collaborating with design to produce polished, Enterprise-grade assets.
Like partnering closely with Sales and being in the room for their biggest deals.
You Might Not Be a Fit If ...
You are drained by ambiguity or unsolved problems.
You don't love the enablement aspects of product marketing.
You'd rather work on message development in the abstract than get into the weeds of a specific deal or buyer.
You are not a confident writer and storyteller.
Interview Process
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 (Rosalia)
30 min: Interview with Marketing
Assignment
Final Round with key stakeholders
Youâll 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.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. We 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đ Iâm Rosalia https://www.linkedin.com/in/rosaliacefalu/, and I look after our Product Marketing team at Ashby. I started my career in Product Marketing and helped build the Sales Enablement function at HubSpot during its journey from startup to IPO. Since then, I've worked across RevOps and Customer Marketing at Procore and Meta, partnering with incredible teams to bring differentiated products to market. I first heard of Ashby through our Head of Content, Anum, with whom I'd spent those early days at HubSpot, and was inspired by the level of thoughtfulness and operating principles I saw and read about. I joined Ashby in April of 2024 to lead Product Marketing, thrilled to build something meaningful with people I admire, and to help shape the future of hiring in a way that's thoughtful, effective, and human.\n\nWe're a small team with high standards and mutual respect for our teammates and community. The way we do Product Marketing at Ashby reflects that, all with a good dose of fun đ. We value clarity over cleverness, lean into autonomy, and treat writing well and first-principles thinking as core parts of the job. We avoid jargon, favor plain English, and focus on helping customers and prospects genuinely understand what our product does and how it can help them.\n\nWhat weâre looking for\n\nWe're looking for a Senior Product Marketing Manager to own our Enterprise narrative, content and enable our go-to-market teams with clarity and confidence.\n\nThis includes the messaging, content, and sales support that helps us win and grow our largest, most complex customers. This role is about deeply understanding what it takes to sell and support Ashby at the Enterprise level: longer sales cycles, more sophisticated buying committees, and a much wider set of stakeholders (Finance, Legal, Analysts, Heads of Talent, RecOps, and more).\n\nYou'll partner closely with our Director of Product Marketing to make sure Enterprise messaging ladders up to Ashby's overarching company narrative, while you go deep on what makes that narrative land specifically with Enterprise and upper mid-market buyers. You will synthesize inputs from customer research, product direction, market dynamics, and company vision into clear, compelling narratives that scale across the segment.\n\nYouâll work hand-in-hand with Solutions Engineers and Sales Leaders to drive success within the segment, as well as collaborate with other marketing teams such as our Content & Community, Demand Gen, Events and Partnerships, to influence campaigns for the Enterprise segment.\n\nThis role is a great fit for someone who loves to problem-solve through complexity, enjoys working with sophisticated buyers, and wants to own a full segment end-to-end.\n\nYour Background\n\nThere's no perfect path into this role. We're open to a variety of backgrounds, including:\n\n - Product Marketing\n\n - Sales Enablement\n\n - Competitive Intelligence\n\n - Solutions Consulting or Sales Engineering\n\nWhat Youâll Do\n\nOwn Enterprise segment narrative development\n\n - Conduct deep research and develop messaging for the full Enterprise buying committee: Finance, Legal, Analysts, Heads of Talent, RecOps, and other stakeholders that don't show up the same way in smaller segments.\n\n - Translate Ashby's company-level narrative into a story that resonates with Enterprise and upper mid-market buyers.\n\n - Maintain the Enterprise messaging framework that empowers Sales, Solutions Engineering, and Customer Success to communicate, sell and service Ashbyâs differentiation with confidence.\n\nBe a strategic partner to Enterprise sales\n\n - Partner deeply with Sales Leadership and Solutions Engineering to identify opportunities within the segment\n\n - Develop Enterprise-specific enablement and build campaigns and materials that support the Enterprise sales process.\n\n - Act as the source of truth and connective tissue between Marketing, CS, and Sales on how to speak to the Enterprise buyer, overall messaging and collateral\n\n - Deliver well-crafted trainings to sales in collaboration with other sales-supporting teams to move forward audience positioning and other key initiatives.\n\nDevelop Enterprise-specific content\n\n - Own the content and collateral that's unique to Enterprise: case studies, decks, one-pagers, and campaigns, including 1-1 and 1-to-few ABM built for this buyer set.\n\n - Support TCO reports and ROI content that help Enterprise buyers and champions justify Ashby internally.\n\n - Make sure CS, Sales, and Marketing are aligned and working from the same Enterprise messaging.\n\nExamples of Projects You'll Work On\n\n - Support Enterprise ABM initiatives: Support enterprise messaging for the marketing ABM program with the content, and compelling creative campaigns that support 1-1 and 1-to-few messaging.\n\n - Analyst Relations Briefs: Partnering with Analyst Relations to prepare and brief analysts and press on Ashbyâs offerings.\n\n - Sales Leadership Strategic Initiatives: Work with Sales Leadership to translate big ideas and top company priorities into actionable assets, initiatives and roll outs that the Sales Team can use to drive deals forward.\n\n - Enterprise buying committee messaging: Build out messaging tailored to secondary Enterprise stakeholders (Legal, Analysts, RecOps) who influence but don't lead the buying process.\n\n - Enterprise sales deck refresh: Partner with Sales leadership to refresh the core Enterprise pitch as our narrative evolves.\n\n - Cross-functional alignment: Make sure CS, Sales, and Marketing are aligned and using the same Enterprise messaging as new campaigns roll out.\n \n\nYou Might Be a Fit If You ...\n\n - Love the complexity of Enterprise buying: multiple stakeholders, longer cycles, higher stakes.\n\n - Are a confident writer who can flex a company narrative to resonate with a more sophisticated, skeptical buyer.\n\n - Are comfortable owning your own copy and collaborating with design to produce polished, Enterprise-grade assets.\n\n - Like partnering closely with Sales and being in the room for their biggest deals.\n\nYou Might Not Be a Fit If ...\n\n - You are drained by ambiguity or unsolved problems.\n\n - You don't love the enablement aspects of product marketing.\n\n - You'd rather work on message development in the abstract than get into the weeds of a specific deal or buyer.\n\n - You are not a confident writer and storyteller.\n\nInterview Process\n\nAt 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:\n\n - 30 min: Recruiter Screen with Talent Team\n\n - 45 min: Interview with Hiring Manager (Rosalia)\n\n - 30 min: Interview with Marketing \n\n - Assignment\n\n - Final Round with key stakeholders\n\n\nBENEFITS\n\n - Youâll 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.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. We hope that excites you enough to apply\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"07201b7e-a581-46a6-bbd3-432824bd761f","title":"Principal PMM, Brand Narrative & Keynote","department":"Marketing","team":"Product Marketing","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-09-08T18:05:24.378+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/07201b7e-a581-46a6-bbd3-432824bd761f","applyUrl":"https://jobs.ashbyhq.com/ashby/07201b7e-a581-46a6-bbd3-432824bd761f/application","descriptionHtml":"Hi đ Iâm Rosalia, and I look after our Product Marketing team at Ashby.
I started my career in Product Marketing and helped build the Sales Enablement function at HubSpot during its journey from startup to IPO. Since then, I've worked across RevOps and Customer Marketing at Procore and Meta, partnering with incredible teams to bring differentiated products to market. I first heard of Ashby through our Head of Content, Anum, with whom I'd spent those early days at HubSpot, and was inspired by the level of thoughtfulness and operating principles I saw and read about. I joined Ashby in April of 2024 to lead Product Marketing, thrilled to build something meaningful with people I admire, and to help shape the future of hiring in a way that's thoughtful, effective, and human.
We're a small team with high standards and mutual respect for our teammates and community. The way we do Product Marketing at Ashby reflects that, all with a good dose of fun đ. We value clarity over cleverness, lean into autonomy, and treat writing well and first-principles thinking as core parts of the job.
What weâre looking for
We're looking for a Principal PMM to own Ashby's overarching company and brand narrative.
This role is about deeply understanding what Ashby is building, why it matters, and what makes it meaningfully different, then connecting the dots and translating that clarity into messages that different audiences can engage with productively. You will synthesize inputs from customer research, product direction, market dynamics, and company vision into clear, compelling narratives that scale across the business.
Youâll own the messaging framework that serves as the foundation for the business and flexes across audiences and segments. Your work will manifest across every surface â from the headline on a billboard in San Francisco to the copy at a conference booth to the stories the sales team tells on the phone. This is a senior, high-visibility role that works closely with our CEO, Benji, and sits at the center of how Ashby tells its story to the world.
You'll own our biggest annual narrative moment - the Ashby One Keynote - in addition to shaping the company narrative day to day. You'll also go deep on narrative for our startup and lower mid-market segments, working closely with our Enterprise PMM to make sure the overarching story stays coherent as it flexes across segments. This role starts as an individual contributor. Over your first few quarters, you'll focus on building and advancing the foundational work - the narrative, the frameworks, the keynote process - before growing and hiring a team underneath you.
Your Background
There's no perfect path into this role. We're open to a variety of backgrounds, including:
Product Marketing
Brand or Corporate Marketing
Content or Communications leadership
What Youâll Do
Own Ashby's company and brand narrative
Own the differentiation story at the company level - the message that has to work broadly, across every segment, without dilution.
Maintain a scalable messaging framework that feeds into other teamsâ work and go to market campaigns.
Serve as the connective thread that keeps segment-specific narrative (Enterprise, startup, mid-market) consistent with the overarching company story.
This work includes things like:
Maintaining strong proximity to the âfront lineâ to ensure messaging reflects the real needs, objections, and language of our buyers.
Listening to Gong calls and engaging directly with customer-facing teams
Conducting one-on-one customer interviews and surveys
Running qualitative and quantitative market research studies
Using AI tools to synthesize findings across larger data sets
Own the annual keynote
Own the narrative arc for Ashby's annual keynote, working directly with the CEO to shape and refine the story.
Partner with other members of the PMM team to weave product launch content into the broader keynote narrative.
Drive the overall progress and planning of keynote development, speaker management, and the details that make this an engaging, standout event.
Drive segment-specific narrative and content for startup and lower mid-market
Conduct deep research and develop messaging for the startup and lower midmarket audiences, working closely with Sales Leadership when necessary
Own narrative development and content like sales decks and enablement content for startup and lower mid-market audiences
Partner with the Enterprise PMM, who will own upper mid-market and Enterprise narrative, to make sure both ends of the business tell a coherent, unified story.
Work closely with our Partnerships team to ensure the work we do with our VC Program weaves into broader messaging
Build the foundation, then build the team
Spend your first few quarters owning and evolving the narrative frameworks, keynote process, and segment-specific work
Then partner with the Director of Product Marketing to grow a team under you
Examples of Projects You'll Work On
Keynote ownership: Partner with Benji on the narrative arc for our next major keynote, coordinating input from other PMMs and the Product and Engineering orgs.
Company narrative refresh: Lead the next refresh of Ashby's top-level differentiation story as the market and product evolve - includes research with our sales teams and customers, developing new narratives and arcs, updating decks, and partnering with the rest of PMM to roll out polished final assets.
Startup/mid-market messaging and enablement: Build out narrative and content specific to early and scaling talent teams evaluating Ashby.
Cross-segment alignment: Audit messaging across Enterprise, Mid-market, and Startup content to make sure the story holds together end to end.
You Might Be a Fit If You ...
Are a confident, senior narrative thinker who can work directly with a CEO on high-stakes storytelling
Thrive at the intersection of company vision, market dynamics, and enablement.
Want to build and eventually lead a team, but are excited to do deep IC work first to earn that scope.
Can hold a coherent narrative across wildly different audiences from a first-time founder to an Enterprise RecOps leader.
Are extremely curious â e.g. you geek out over industry news, what it means for a companyâs narrative, and are excited to be opinionated on the implications for the company and weave it into the stories we tell to all of our audiences.
You Might Not Be a Fit If ...
You need a fully built team and process on day one.
You struggle to connect the dots between various initiatives, teams, or product stories and get overwhelmed by the task of bringing them all together.
You are drained by ambiguity or unsolved problems.
You dread working with sales leaders.
You aren't comfortable working directly with senior executives on high-visibility work.
You don't love the enablement aspects of product marketing.
You would struggle to find the through lines between customer anxieties, current industry news, and company direction.
Interview Process
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 (Rosalia)
Leadership Panel with VP of Marketing (Harriet) and CEO (Benji)
Assignment
Final Round with Team Panel
Youâll 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.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
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.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. We 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đ Iâm Rosalia https://www.linkedin.com/in/rosaliacefalu/, and I look after our Product Marketing team at Ashby. \nI started my career in Product Marketing and helped build the Sales Enablement function at HubSpot during its journey from startup to IPO. Since then, I've worked across RevOps and Customer Marketing at Procore and Meta, partnering with incredible teams to bring differentiated products to market. I first heard of Ashby through our Head of Content, Anum, with whom I'd spent those early days at HubSpot, and was inspired by the level of thoughtfulness and operating principles I saw and read about. I joined Ashby in April of 2024 to lead Product Marketing, thrilled to build something meaningful with people I admire, and to help shape the future of hiring in a way that's thoughtful, effective, and human.\n\nWe're a small team with high standards and mutual respect for our teammates and community. The way we do Product Marketing at Ashby reflects that, all with a good dose of fun đ. We value clarity over cleverness, lean into autonomy, and treat writing well and first-principles thinking as core parts of the job.\n\nWhat weâre looking for\n\nWe're looking for a Principal PMM to own Ashby's overarching company and brand narrative.\n\nThis role is about deeply understanding what Ashby is building, why it matters, and what makes it meaningfully different, then connecting the dots and translating that clarity into messages that different audiences can engage with productively. You will synthesize inputs from customer research, product direction, market dynamics, and company vision into clear, compelling narratives that scale across the business.\n\nYouâll own the messaging framework that serves as the foundation for the business and flexes across audiences and segments. Your work will manifest across every surface â from the headline on a billboard in San Francisco to the copy at a conference booth to the stories the sales team tells on the phone. This is a senior, high-visibility role that works closely with our CEO, Benji https://www.linkedin.com/in/benjaminencz/, and sits at the center of how Ashby tells its story to the world.\n\nYou'll own our biggest annual narrative moment - the Ashby One Keynote https://www.ashbyhq.com/ashby-one/2026/san-francisco/product-keynote - in addition to shaping the company narrative day to day. You'll also go deep on narrative for our startup and lower mid-market segments, working closely with our Enterprise PMM to make sure the overarching story stays coherent as it flexes across segments. This role starts as an individual contributor. Over your first few quarters, you'll focus on building and advancing the foundational work - the narrative, the frameworks, the keynote process - before growing and hiring a team underneath you.\n\nYour Background\n\nThere's no perfect path into this role. We're open to a variety of backgrounds, including:\n\n - Product Marketing\n\n - Brand or Corporate Marketing\n\n - Content or Communications leadership\n\nWhat Youâll Do\n\nOwn Ashby's company and brand narrative\n\n - Own the differentiation story at the company level - the message that has to work broadly, across every segment, without dilution.\n\n - Maintain a scalable messaging framework that feeds into other teamsâ work and go to market campaigns.\n\n - Serve as the connective thread that keeps segment-specific narrative (Enterprise, startup, mid-market) consistent with the overarching company story.\n\n - This work includes things like:\n \n - Maintaining strong proximity to the âfront lineâ to ensure messaging reflects the real needs, objections, and language of our buyers.\n \n - Listening to Gong calls and engaging directly with customer-facing teams\n \n - Conducting one-on-one customer interviews and surveys\n \n - Running qualitative and quantitative market research studies\n \n - Using AI tools to synthesize findings across larger data sets\n\nOwn the annual keynote\n\n - Own the narrative arc for Ashby's annual keynote, working directly with the CEO to shape and refine the story.\n\n - Partner with other members of the PMM team to weave product launch content into the broader keynote narrative.\n\n - Drive the overall progress and planning of keynote development, speaker management, and the details that make this an engaging, standout event.\n\nDrive segment-specific narrative and content for startup and lower mid-market\n\n - Conduct deep research and develop messaging for the startup and lower midmarket audiences, working closely with Sales Leadership when necessary\n\n - Own narrative development and content like sales decks and enablement content for startup and lower mid-market audiences\n\n - Partner with the Enterprise PMM, who will own upper mid-market and Enterprise narrative, to make sure both ends of the business tell a coherent, unified story.\n\n - Work closely with our Partnerships team to ensure the work we do with our VC Program weaves into broader messaging\n\nBuild the foundation, then build the team\n\n - Spend your first few quarters owning and evolving the narrative frameworks, keynote process, and segment-specific work\n\n - Then partner with the Director of Product Marketing to grow a team under you\n\nExamples of Projects You'll Work On\n\n - Keynote ownership: Partner with Benji on the narrative arc for our next major keynote, coordinating input from other PMMs and the Product and Engineering orgs.\n\n - Company narrative refresh: Lead the next refresh of Ashby's top-level differentiation story as the market and product evolve - includes research with our sales teams and customers, developing new narratives and arcs, updating decks, and partnering with the rest of PMM to roll out polished final assets.\n\n - Startup/mid-market messaging and enablement: Build out narrative and content specific to early and scaling talent teams evaluating Ashby.\n\n - Cross-segment alignment: Audit messaging across Enterprise, Mid-market, and Startup content to make sure the story holds together end to end.\n\nYou Might Be a Fit If You ...\n\n - Are a confident, senior narrative thinker who can work directly with a CEO on high-stakes storytelling\n\n - Thrive at the intersection of company vision, market dynamics, and enablement.\n\n - Want to build and eventually lead a team, but are excited to do deep IC work first to earn that scope.\n\n - Can hold a coherent narrative across wildly different audiences from a first-time founder to an Enterprise RecOps leader.\n\n - Are extremely curious â e.g. you geek out over industry news, what it means for a companyâs narrative, and are excited to be opinionated on the implications for the company and weave it into the stories we tell to all of our audiences.\n\nYou Might Not Be a Fit If ...\n\n - You need a fully built team and process on day one.\n\n - You struggle to connect the dots between various initiatives, teams, or product stories and get overwhelmed by the task of bringing them all together.\n\n - You are drained by ambiguity or unsolved problems.\n\n - You dread working with sales leaders.\n\n - You aren't comfortable working directly with senior executives on high-visibility work.\n\n - You don't love the enablement aspects of product marketing.\n\n - You would struggle to find the through lines between customer anxieties, current industry news, and company direction.\n\nInterview Process\n\nAt 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:\n\n - 30 min: Recruiter Screen with Talent Team\n\n - 45 min: Interview with Hiring Manager (Rosalia)\n\n - Leadership Panel with VP of Marketing (Harriet) and CEO (Benji) \n\n - Assignment\n\n - Final Round with Team Panel\n\n\nBENEFITS\n\n - Youâll 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.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. We hope that excites you enough to apply\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"a07aeb2d-3113-4ab4-866d-60004d1d25de","title":"Startup Customer Success Manager - Americas","department":"Customer Success","team":"Start-up Customer Success","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-11T19:51:14.414+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/a07aeb2d-3113-4ab4-866d-60004d1d25de","applyUrl":"https://jobs.ashbyhq.com/ashby/a07aeb2d-3113-4ab4-866d-60004d1d25de/application","descriptionHtml":"Hello! Iâm Jared đ I joined Ashby four years ago as the first member of the Startup Customer Success team. Since then, I have been a part of building out the onboarding and success functions across our entire startup segment. Today, weâre a team of fifteen spanning across the US, Canada, and EMEA. I am so excited to be hiring another Startup Customer Success Manager in the US or Canada đ.
Our Startup Customer Success Team serves our early-stage customers programmatically. These customers are special to us because they arenât just learning our software; they are learning how to build hiring excellence into the DNA of their growing organizations.
Our Startup Customer Success Managers create high-quality onboarding materials, documentation, and e-webinars that enable our customers to get up and running independently. They also jump in to assist via email and customer calls when needed. This is a mid-level role, so we require at least 2 years of experience as a full-time Startup Customer Success Manager, Account Manager, or Program Manager.
In this role, youâll take ownership of a book of customers for whom youâd be the main point of contact in our shared inbox and hop on customer calls per our SLAs. Youâll also take ownership of medium and large projects that are core to our teamâs operations. Existing projects our team has taken on include:
Building an in-app onboarding experience using Amplitude
Creation of a live, foundational webinar series + recorded content
Building retention best practices into our engagement with customers that extend well beyond just onboarding
You have 2+ years of customer-facing experience supporting a complex and rapidly evolving product (for complexity, think tools like Zapier, HubSpot, and Acuity Scheduling).
You enjoy becoming a subject matter and product expert to help deliver excellent experiences when assisting our customers in solving complex challenges. Oftentimes, there will be multiple solutions to any given challenge and you enjoy getting in the weeds with customers to figure out what exactly they need to suggest the best path forward.
Youâre skilled at defining the scope of problems and creating comprehensive solutions independently and collaboratively. With a complex product comes complex problems - you are excellent at identifying an issue, mapping multiple paths forward, and taking action based on principled thinking.
You possess keen attention to detail, ensuring your email and live responses are thorough, clear, and empathetic along the way. Solving the problem is sometimes only half the battle - you are gifted in extracting only the necessary details that our customers or our team members need to solve a problem.
You have strong written and verbal communication skills. You effectively communicate with diverse user groups, whether partnering with an experienced TA leader developing the recruiting function at a Series A startup or instructing individuals who are new to recruiting SaaS tools.
You are curiousâboth in addressing customers and creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface. Sometimes an answer to a problem may not be obvious at surface level, but you enjoy digging into customer use cases to learn more about their process so you can suggest the best path(s) forward.
Youâd prefer to work one-on-one with a small book of customers. The Startup CS Team at Ashby uses a pooled approach (1:many) to allow us to be agile in customer interactions and ensure they have access to the resources they need when they need them.
You feel like the customer journey ends once a customer is onboarded. This role may not be right for you if youâre not excited to partner long-term with customers, including ongoing engagement that drives best practices in revenue retention for us and excellent best practices in Ashby for our customers.
You donât enjoy problem-solving. Often, weâre called on to assist customers in solving complex challenges that could have multiple solutions. If you donât like the idea of problem-solving and troubleshooting what feature works best for companies at varying levels of maturity, then this role may not be right for you.
You donât like projects. A staple of our Startup Customer Success team is that weâve developed internal processes that allow us to balance our customer interactions with project work that helps drive positive outcomes for our customers and internal teams.
You are not keen on speaking up or acting when you see something that could be improved. Our product and internal processes are rapidly changing. This means that we rely heavily on our team members to identify processes/practices that have grown stale and to offer more effective alternatives.
Product Support
Startup Customer Success
High Touch Customer Success
Recruiting Operations & Professional Services
Contracts Management
Here are a few points that should give you an idea of what it is like to work with us:
Our Engineering, Product, and Design teams spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
As they do that, our GTM teams spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe small teams with talented people and the right work environment deliver much better performance than large headcounts.
Our interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:
Initial Screen Interview - 20-30 minutes
Hiring Manager Interview - 45 minutes
Take Home Assessment - 1 week to complete
Panel Interview - 2 hours
Ashby is a highly complex product, and we invest a lot of time in ensuring our team members are experts on the platform. Your first 30 days will be largely focused on learning the finer points of the products; you may not respond directly to a customer in that time but donât worry, youâll be plenty busy learning!
Within your first 30 days, youâll have a strong foundation on the Ashby product and will have your first accounts assigned to you.
Within your first 60 days, youâll shadow your peers and take your first customer calls.
Within your first 90 days, youâll have a book of customers, and weâll start to explore key areas of ownership for you.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
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 youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up.
If youâve read this far, thank you, and I hope this all excites you enough to complete an application! Please note that weâll contact you via your application's email address to keep things fair. Reaching out through other platforms will not change the priority of your application. Whether we move forward together or not, I wish you all the best in your job search!
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! Iâm Jared đ I joined Ashby four years ago as the first member of the Startup Customer Success team. Since then, I have been a part of building out the onboarding and success functions across our entire startup segment. Today, weâre a team of fifteen spanning across the US, Canada, and EMEA. I am so excited to be hiring another Startup Customer Success Manager in the US or Canada đ.\n\n\nOur Startup Customer Success Team serves our early-stage customers programmatically. These customers are special to us because they arenât just learning our software; they are learning how to build hiring excellence into the DNA of their growing organizations.\n\nOur Startup Customer Success Managers create high-quality onboarding materials, documentation, and e-webinars that enable our customers to get up and running independently. They also jump in to assist via email and customer calls when needed. This is a mid-level role, so we require at least 2 years of experience as a full-time Startup Customer Success Manager, Account Manager, or Program Manager. \n\nIn this role, youâll take ownership of a book of customers for whom youâd be the main point of contact in our shared inbox and hop on customer calls per our SLAs. Youâll also take ownership of medium and large projects that are core to our teamâs operations. Existing projects our team has taken on include:\n\n - Building an in-app onboarding experience using Amplitude\n\n - Creation of a live, foundational webinar series + recorded content\n\n - Building retention best practices into our engagement with customers that extend well beyond just onboarding\n\n\nYOU SHOULD APPLY IF:\n\n - You have 2+ years of customer-facing experience supporting a complex and rapidly evolving product (for complexity, think tools like Zapier, HubSpot, and Acuity Scheduling).\n\n - You enjoy becoming a subject matter and product expert to help deliver excellent experiences when assisting our customers in solving complex challenges. Oftentimes, there will be multiple solutions to any given challenge and you enjoy getting in the weeds with customers to figure out what exactly they need to suggest the best path forward.\n\n - Youâre skilled at defining the scope of problems and creating comprehensive solutions independently and collaboratively. With a complex product comes complex problems - you are excellent at identifying an issue, mapping multiple paths forward, and taking action based on principled thinking.\n\n - You possess keen attention to detail, ensuring your email and live responses are thorough, clear, and empathetic along the way. Solving the problem is sometimes only half the battle - you are gifted in extracting only the necessary details that our customers or our team members need to solve a problem.\n\n - You have strong written and verbal communication skills. You effectively communicate with diverse user groups, whether partnering with an experienced TA leader developing the recruiting function at a Series A startup or instructing individuals who are new to recruiting SaaS tools.\n\n - You are curiousâboth in addressing customers and creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface. Sometimes an answer to a problem may not be obvious at surface level, but you enjoy digging into customer use cases to learn more about their process so you can suggest the best path(s) forward.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Youâd prefer to work one-on-one with a small book of customers. The Startup CS Team at Ashby uses a pooled approach (1:many) to allow us to be agile in customer interactions and ensure they have access to the resources they need when they need them.\n\n - You feel like the customer journey ends once a customer is onboarded. This role may not be right for you if youâre not excited to partner long-term with customers, including ongoing engagement that drives best practices in revenue retention for us and excellent best practices in Ashby for our customers.\n\n - You donât enjoy problem-solving. Often, weâre called on to assist customers in solving complex challenges that could have multiple solutions. If you donât like the idea of problem-solving and troubleshooting what feature works best for companies at varying levels of maturity, then this role may not be right for you.\n\n - You donât like projects. A staple of our Startup Customer Success team is that weâve developed internal processes that allow us to balance our customer interactions with project work that helps drive positive outcomes for our customers and internal teams.\n\n - You are not keen on speaking up or acting when you see something that could be improved. Our product and internal processes are rapidly changing. This means that we rely heavily on our team members to identify processes/practices that have grown stale and to offer more effective alternatives.\n\n\nABOUT ASHBY CUSTOMER SUCCESS\n\n\nASHBY CUSTOMER SUCCESS COMPRISES FIVE TEAMS:\n\n - Product Support\n\n - Startup Customer Success\n\n - High Touch Customer Success\n\n - Recruiting Operations & Professional Services\n\n - Contracts Management\n\nHere are a few points that should give you an idea of what it is like to work with us:\n\n - Our Engineering, Product, and Design teams spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - As they do that, our GTM teams spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe small teams with talented people and the right work environment deliver much better performance than large headcounts.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Initial Screen Interview - 20-30 minutes\n\n - Hiring Manager Interview - 45 minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Panel Interview - 2 hours\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our team members are experts on the platform. Your first 30 days will be largely focused on learning the finer points of the products; you may not respond directly to a customer in that time but donât worry, youâll be plenty busy learning!\n\n - Within your first 30 days, youâll have a strong foundation on the Ashby product and will have your first accounts assigned to you.\n\n - Within your first 60 days, youâll shadow your peers and take your first customer calls.\n\n - Within your first 90 days, youâll have a book of customers, and weâll start to explore key areas of ownership for you.\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up.\n\nIf youâve read this far, thank you, and I hope this all excites you enough to complete an application! Please note that weâll contact you via your application's email address to keep things fair. Reaching out through other platforms will not change the priority of your application. Whether we move forward together or not, I wish you all the best in your job search!\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"2107ff75-aa4e-4097-aef6-a76c04df3103","title":"Marketing Strategy & Planning Manager","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-04T20:45:02.124+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2107ff75-aa4e-4097-aef6-a76c04df3103","applyUrl":"https://jobs.ashbyhq.com/ashby/2107ff75-aa4e-4097-aef6-a76c04df3103/application","descriptionHtml":"Ashby's Marketing team is scaling pipeline generation across a multi-product portfolio (ATS, Onboarding). As our Marketing Strategy & Planning Manager, you'll be the only dedicated marketing ops hire on the teamâowning the full technical and analytical foundation that lets Marketing run campaigns, measure performance, and improve efficiency with confidence.
This role sits within Revenue Operations, the horizontal function that makes the entire GTM system work, and partners in close, near-daily collaboration with the VP of Marketing and her leadership team. You'll be embedded in the day-to-day (tracking, dashboards, campaign systems) while also shaping how Marketing measures pipeline generation and CAC as we scale.
Why this role matters now
We're in an active expansion phase: new products, new segments, new channels. The person in this role will shape how Marketing operates for the next chapter of Ashby's growth.
Implement and maintain robust tracking systems for marketing campaigns, including proper UTM parameter implementation and lead source attribution in HubSpot
Lead design and execution of complex marketing automation workflows
Build and maintain marketing dashboards covering SEO performance, website analytics, lead generation metrics, and campaign effectiveness
Deliver regular reports on key marketing metrics and provide data-driven insights to optimize campaign performance
Operate as part of the Revenue Operations organization, aligning Marketing, RevOps, and Business Systems teams around shared marketing operations priorities and company objectives
Lead technical implementation of marketing initiatives, ensuring proper setup and execution
Develop and maintain documentation for marketing operations processes and best practices
Train team members on marketing technology tools and best practices
Develop and implement data governance frameworks to maintain high-quality marketing data
Create and manage data segmentation strategies for targeted marketing initiatives
Ensure compliance with GDPR, CCPA, and other relevant data privacy regulations
Regularly audit marketing systems and processes to maintain data integrity and security
Act as the dedicated subject matter expert, overseeing lead management processes, automation rules
Collaborate with the Systems and Tooling team on improvements to existing tech stack
Evaluate and recommend new marketing technologies to enhance our capabilities
7+ years of experience in marketing strategy + operations, marketing strategic planning or a similar role
SQL knowledge and experience with data manipulation
Strong business acumen and understanding of marketing metrics and reporting
Advanced expertise in marketing automation tools
Strong analytical skills with experience in data analysis and visualization
Strong understanding of marketing automation, lead management, and campaign attribution
Experience with web analytics tools (Google Analytics, Adobe Analytics)
Knowledge of data privacy regulations and compliance requirements
Experience with business intelligence tools (Heap Analytics, Looker)
Project management experience
Experience with API integrations and webhook management
You are most interested in the operational side of Marketing Strategy and Planning, and prefer to have hands on systems ownership vs owning strategy and analysis
You want a team to delegate execution toâthis is a hands-on, individual-contributor seat with no marketing ops team beneath you
You prefer owning one channel deeply rather than the full technical stack (tracking, automation, reporting, compliance) end to end
You do your best work when requirements are fully specified, rather than when you need to diagnose ambiguous problems and set the KPIs yourself
Recruiter Screen
Hiring Manager Interview
Challenge Interview
Final Round with multiple key stakeholders
Weâre running an A/B test with our Marketing Strategy role to optimize clarity and candidate response. Both postings (Marketing Strategy & Operations Manager and Marketing Strategy & Planning Manager) feature identical responsibilities, qualifications, and compensation. The only difference is the title. By testing which title resonates more particularly in search, candidate engagement, and application rates, we ensure we're zeroed in on the best fit for each team, without muddying the waters or causing confusion across two similar listings.
At Ashby, weâre building the future of enterprise softwareâstarting with a suite of products that empower talent leaders, recruiters, and hiring managers to drive better hiring outcomes with data-informed strategies. We're backed by Y Combinator and top-tier investors like Elad Gil and Lachy Groom. Our customers include global leaders like Snowflake, OpenAI, Shopify, Ramp, and Notion.
Weâre growing fastâover 100% year-over-year in revenue and weâve only just scratched the surface of a massive market opportunity. This is your chance to get in early and help shape a category-defining company.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks 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.
If youâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nAshby's Marketing team is scaling pipeline generation across a multi-product portfolio (ATS, Onboarding). As our Marketing Strategy & Planning Manager, you'll be the only dedicated marketing ops hire on the teamâowning the full technical and analytical foundation that lets Marketing run campaigns, measure performance, and improve efficiency with confidence.\n\nThis role sits within Revenue Operations, the horizontal function that makes the entire GTM system work, and partners in close, near-daily collaboration with the VP of Marketing and her leadership team. You'll be embedded in the day-to-day (tracking, dashboards, campaign systems) while also shaping how Marketing measures pipeline generation and CAC as we scale.\n\n\n\nWhy this role matters now\n\nWe're in an active expansion phase: new products, new segments, new channels. The person in this role will shape how Marketing operates for the next chapter of Ashby's growth.\n\n\n\n\nWHAT YOU'LL DO\n\n\nMARKETING CAMPAIGN MANAGEMENT AND ANALYTICS\n\n - Implement and maintain robust tracking systems for marketing campaigns, including proper UTM parameter implementation and lead source attribution in HubSpot\n\n - Lead design and execution of complex marketing automation workflows\n\n - Build and maintain marketing dashboards covering SEO performance, website analytics, lead generation metrics, and campaign effectiveness\n\n - Deliver regular reports on key marketing metrics and provide data-driven insights to optimize campaign performance\n\n\nCROSS-FUNCTIONAL LEADERSHIP AND STRATEGY\n\n - Operate as part of the Revenue Operations organization, aligning Marketing, RevOps, and Business Systems teams around shared marketing operations priorities and company objectives\n\n - Lead technical implementation of marketing initiatives, ensuring proper setup and execution\n\n - Develop and maintain documentation for marketing operations processes and best practices\n\n - Train team members on marketing technology tools and best practices\n\n\nDATA MANAGEMENT AND COMPLIANCE\n\n - Develop and implement data governance frameworks to maintain high-quality marketing data\n\n - Create and manage data segmentation strategies for targeted marketing initiatives\n\n - Ensure compliance with GDPR, CCPA, and other relevant data privacy regulations\n\n - Regularly audit marketing systems and processes to maintain data integrity and security\n\n\nMARKETING TECHNOLOGY AND SYSTEMS\n\n - Act as the dedicated subject matter expert, overseeing lead management processes, automation rules\n\n - Collaborate with the Systems and Tooling team on improvements to existing tech stack\n\n - Evaluate and recommend new marketing technologies to enhance our capabilities\n\n\nWHAT WE'RE LOOKING FOR\n\n - 7+ years of experience in marketing strategy + operations, marketing strategic planning or a similar role\n\n - SQL knowledge and experience with data manipulation\n\n - Strong business acumen and understanding of marketing metrics and reporting\n\n - Advanced expertise in marketing automation tools\n\n - Strong analytical skills with experience in data analysis and visualization\n\n - Strong understanding of marketing automation, lead management, and campaign attribution\n\n - Experience with web analytics tools (Google Analytics, Adobe Analytics)\n\n - Knowledge of data privacy regulations and compliance requirements\n\n\n\n\nNICE TO HAVE\n\n - Experience with business intelligence tools (Heap Analytics, Looker)\n\n - Project management experience\n\n - Experience with API integrations and webhook management\n\n\n\n\nTHIS ROLE MAY NOT BE A FIT IF:\n\n - You are most interested in the operational side of Marketing Strategy and Planning, and prefer to have hands on systems ownership vs owning strategy and analysis\n\n - You want a team to delegate execution toâthis is a hands-on, individual-contributor seat with no marketing ops team beneath you\n\n - You prefer owning one channel deeply rather than the full technical stack (tracking, automation, reporting, compliance) end to end\n\n - You do your best work when requirements are fully specified, rather than when you need to diagnose ambiguous problems and set the KPIs yourself\n\n\nINTERVIEW PROCESS\n\n 1. Recruiter Screen\n\n 2. Hiring Manager Interview\n\n 3. Challenge Interview\n\n 4. Final Round with multiple key stakeholders\n\n\n\nWeâre running an A/B test with our Marketing Strategy role to optimize clarity and candidate response. Both postings (Marketing Strategy & Operations Manager and Marketing Strategy & Planning Manager) feature identical responsibilities, qualifications, and compensation. The only difference is the title. By testing which title resonates more particularly in search, candidate engagement, and application rates, we ensure we're zeroed in on the best fit for each team, without muddying the waters or causing confusion across two similar listings.\n\n\n\n \n\n\nABOUT ASHBY\n\nAt Ashby, weâre building the future of enterprise softwareâstarting with a suite of products that empower talent leaders, recruiters, and hiring managers to drive better hiring outcomes with data-informed strategies. We're backed by Y Combinator and top-tier investors like Elad Gil and Lachy Groom. Our customers include global leaders like Snowflake, OpenAI, Shopify, Ramp, and Notion.\n\nWeâre growing fastâover 100% year-over-year in revenue and weâve only just scratched the surface of a massive market opportunity. This is your chance to get in early and help shape a category-defining company.\n\n \n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"43417a55-d261-4351-9841-7d15551a91b9","title":"Community Lead & TA Advisor - AMER","department":"Marketing","team":"Partnerships","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-09-04T18:49:34.629+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/43417a55-d261-4351-9841-7d15551a91b9","applyUrl":"https://jobs.ashbyhq.com/ashby/43417a55-d261-4351-9841-7d15551a91b9/application","descriptionHtml":"Hi, Iâm Kat, :) I lead Partnerships at Ashby, which includes global community activation. Weâre hiring an experienced TA Advisor & Community Lead in AMER to help expand one of our most successful GTM experiments: a high-touch, customer-led approach to growth. This role builds on the incredible work our EMEA team has pilotedâcombining thoughtfully curated events, product education, and early-stage community activationâto create meaningful impact across the funnel.
Youâll evolve and then optimize this model in target markets, taking ownership of AMERâs community-led growth efforts. This means everything from running customer breakfasts and curated experiences, to leading tactical enablement sessions and product demos. Weâre looking for someone who thrives at the intersection of education, advocacy, and hospitality, and whoâs excited to help Ashby scale sustainably through trust and excellence.
This role is perfect for someone who has worked with Ashby All-in-One, has a solid background in talent acquisition, and is passionate about tools, processes, and community building. Youâll collaborate with an exceptional team across marketing, customer success, and sales.
What youâll do
Lead AMER Community Events
Run community events across target AMER markets. Event types might include:
Customer learning breakfasts
A mixed ecosystem event for customers and prospects
Partner cocktail events or roundtables co-hosted with local ecosystem players
Build and nurture relationships with TA leaders
Partner with Event Ops on venue selection, invites, and post-event recaps
Drive improvement and reimagine how we can show up in a very meaningful way for the community
Drive Customer Education
Become an Expert in Ashby + TA leader needs to curate relevant content
Design and lead live sessions that help customers activate key Ashby features and keep customers ahead on key TA trends and topics
Partner with CS and Product Marketing teams on the Ashby Hidden Gems program
Develop and distribute product tips, dashboards, and templates to increase customer sophistication
Expand AMER Community and Customer Advocacy
Help Ashby deepen its brand and trust by showing up consistently and thoughtfully
Develop onboarding and enablement loops for ACE (Ashby Customer Expert) events
Partner with GTM teams on prospect and customer onsite visits
Moderate panels, attend events, and build a presence at industry gatherings
Who youâll work with
Youâll report directly to me, but work closely with your counterparts in EMEA, Willem and Kayla, whoâve pioneered what community growth looks like at Ashby. Within partnerships, youâll also work closely with Katie to scale trusted community partner relationships and our Event Ops team on bringing Owned Community experiences, like Ashby Cafe, to life.
About You
We think the ideal person for this role will have experience and skills that look something like this:
Youâve been an Ashby power user or at least very familiar with Ashby and seen its benefits first-handâsomeone who knows the product and Ashby community, champions good recruiting practices, and isnât afraid to dive into dashboards, workflows, or templates
Youâve built a reputation inside organizations as the go-to expert on TA process and tooling
Youâre a strong communicatorâwhether facilitating a breakfast, writing a post-event summary, or helping a customer understand how to build a dashboard
You love curating and connecting people and ideas. You get energy from hosting, matchmaking, and finding smart formats to share what works
Youâre excited about being on the road ~2x/month and tapping into your existing network (and growing it!) in the TA space
Youâre entrepreneurial and experimental in nature. Youâre not looking for rigid playbooks; you want room to try new formats and evolve what âgreatâ looks like. You come prepared with AI tools / automations that help us execute faster while maintaining quality.
You believe in unreasonable hospitalityâthe idea that going above and beyond for a customer doesnât just build goodwill, it builds momentum.
This Role Probably Isn't Right If ...
Youâre not excited about hosting or donât enjoy the details of curating small, thoughtful gatherings
You hate writing and have difficulty building a cohesive brief (this is a very important skill at Ashby)
You donât enjoy traveling and building new connections while youâre at it
Youâve never had hands-on TA experience
Youâve never used Ashby and arenât familiar with modern TA systems and practices
You prefer working from a very established playbook and are uncomfortable with ambiguity or iteration
Youâre uncomfortable with moderating discussions or being a speaker
You only have an âevents backgroundâ. For this role, we need folks with deep knowledge of the TA ecosystem and a proven network in major city hubs like San Francisco, New York, Los Angeles, Seattle, Boston, Austin, and Chicago
Interview Plan
Intro Call with Michelle, Ashby Recruiting - 30 Minutes
Hiring Manager Interview with Kat - 45 Minutes
Community Panel with Willem and Shannon - 60 Minutes
Assignment (written) - 2 hours
Assignment review with Kayla and Kat - 30 Minutes
Final Round: Harriet and a Marketing Lead - 60 minutes
Benefits
Competitive salary and equity.
10-year stock option exercise window. No pressure to buy your options until it financially makes sense for you.
Unlimited PTO with a strong culture of actually taking time off.
12 weeks of fully paid family leave (US).
Generous budget for equipment, software, and office setup.
$100/month learning budget, with conferences covered with manager approval.
Top-tier health insurance for US employees (100% premium covered).
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi, Iâm Kat https://www.linkedin.com/in/katfergerson/, :) I lead Partnerships at Ashby, which includes global community activation. Weâre hiring an experienced TA Advisor & Community Lead in AMER to help expand one of our most successful GTM experiments: a high-touch, customer-led approach to growth. This role builds on the incredible work our EMEA team has pilotedâcombining thoughtfully curated events, product education, and early-stage community activationâto create meaningful impact across the funnel.\n\nYouâll evolve and then optimize this model in target markets, taking ownership of AMERâs community-led growth efforts. This means everything from running customer breakfasts and curated experiences, to leading tactical enablement sessions and product demos. Weâre looking for someone who thrives at the intersection of education, advocacy, and hospitality, and whoâs excited to help Ashby scale sustainably through trust and excellence.\n\nThis role is perfect for someone who has worked with Ashby All-in-One, has a solid background in talent acquisition, and is passionate about tools, processes, and community building. Youâll collaborate with an exceptional team across marketing, customer success, and sales.\n\nWhat youâll do\n\n - Lead AMER Community Events\n \n - Run community events across target AMER markets. Event types might include:\n \n - Customer learning breakfasts\n \n - A mixed ecosystem event for customers and prospects\n \n - Partner cocktail events or roundtables co-hosted with local ecosystem players\n \n - Build and nurture relationships with TA leaders\n \n - Partner with Event Ops on venue selection, invites, and post-event recaps\n \n - Drive improvement and reimagine how we can show up in a very meaningful way for the community\n\n - Drive Customer Education\n \n - Become an Expert in Ashby + TA leader needs to curate relevant content\n \n - Design and lead live sessions that help customers activate key Ashby features and keep customers ahead on key TA trends and topics\n \n - Partner with CS and Product Marketing teams on the Ashby Hidden Gems program\n \n - Develop and distribute product tips, dashboards, and templates to increase customer sophistication\n\n - Expand AMER Community and Customer Advocacy\n \n - Help Ashby deepen its brand and trust by showing up consistently and thoughtfully\n \n - Develop onboarding and enablement loops for ACE (Ashby Customer Expert) events\n \n - Partner with GTM teams on prospect and customer onsite visits\n \n - Moderate panels, attend events, and build a presence at industry gatherings\n\nWho youâll work with\n\nYouâll report directly to me, but work closely with your counterparts in EMEA, Willem https://www.linkedin.com/in/willemwijnans/ and Kayla https://www.linkedin.com/in/kayla-ricketts-9727976b/, whoâve pioneered what community growth looks like at Ashby. Within partnerships, youâll also work closely with Katie https://www.linkedin.com/in/katherineelainecampbell/ to scale trusted community partner relationships and our Event Ops team on bringing Owned Community experiences, like Ashby Cafe https://www.linkedin.com/feed/update/urn:li:activity:7478334221007294465, to life.\n\n\nAbout You\n\nWe think the ideal person for this role will have experience and skills that look something like this:\n\n - Youâve been an Ashby power user or at least very familiar with Ashby and seen its benefits first-handâsomeone who knows the product and Ashby community, champions good recruiting practices, and isnât afraid to dive into dashboards, workflows, or templates\n\n - Youâve built a reputation inside organizations as the go-to expert on TA process and tooling\n\n - Youâre a strong communicatorâwhether facilitating a breakfast, writing a post-event summary, or helping a customer understand how to build a dashboard\n\n - You love curating and connecting people and ideas. You get energy from hosting, matchmaking, and finding smart formats to share what works\n\n - Youâre excited about being on the road ~2x/month and tapping into your existing network (and growing it!) in the TA space\n\n - Youâre entrepreneurial and experimental in nature. Youâre not looking for rigid playbooks; you want room to try new formats and evolve what âgreatâ looks like. You come prepared with AI tools / automations that help us execute faster while maintaining quality.\n\n - You believe in unreasonable hospitalityâthe idea that going above and beyond for a customer doesnât just build goodwill, it builds momentum.\n\nThis Role Probably Isn't Right If ...\n\n - Youâre not excited about hosting or donât enjoy the details of curating small, thoughtful gatherings\n\n - You hate writing and have difficulty building a cohesive brief (this is a very important skill at Ashby)\n\n - You donât enjoy traveling and building new connections while youâre at it\n\n - Youâve never had hands-on TA experience\n\n - Youâve never used Ashby and arenât familiar with modern TA systems and practices\n\n - You prefer working from a very established playbook and are uncomfortable with ambiguity or iteration\n\n - Youâre uncomfortable with moderating discussions or being a speaker\n\n - You only have an âevents backgroundâ. For this role, we need folks with deep knowledge of the TA ecosystem and a proven network in major city hubs like San Francisco, New York, Los Angeles, Seattle, Boston, Austin, and Chicago\n\nInterview Plan\n\n - Intro Call with Michelle, Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview with Kat - 45 Minutes\n\n - Community Panel with Willem and Shannon - 60 Minutes\n\n - Assignment (written) - 2 hours\n\n - Assignment review with Kayla and Kat - 30 Minutes\n\n - Final Round: Harriet and a Marketing Lead - 60 minutes\n\nBenefits\n\n - Competitive salary and equity.\n\n - 10-year stock option exercise window. No pressure to buy your options until it financially makes sense for you.\n\n - Unlimited PTO with a strong culture of actually taking time off.\n\n - 12 weeks of fully paid family leave (US).\n\n - Generous budget for equipment, software, and office setup.\n\n - $100/month learning budget, with conferences covered with manager approval.\n\n - Top-tier health insurance for US employees (100% premium covered).\n\n\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\n\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"2c459f12-4a0b-4efa-ba07-a8bd9ac38260","title":"Marketing Strategy & Operations Manager","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-02T18:15:28.221+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2c459f12-4a0b-4efa-ba07-a8bd9ac38260","applyUrl":"https://jobs.ashbyhq.com/ashby/2c459f12-4a0b-4efa-ba07-a8bd9ac38260/application","descriptionHtml":"Ashby's Marketing team is scaling pipeline generation across a multi-product portfolio (ATS, Onboarding). As our Marketing Strategy & Operations Manager, you'll be the only dedicated marketing ops hire on the teamâowning the full technical and analytical foundation that lets Marketing run campaigns, measure performance, and improve efficiency with confidence.
This role sits within Revenue Operations, the horizontal function that makes the entire GTM system work, and partners in close, near-daily collaboration with the VP of Marketing and her leadership team. You'll be embedded in the day-to-day (tracking, dashboards, campaign systems) while also shaping how Marketing measures pipeline generation and CAC as we scale.
Why this role matters now
We're in an active expansion phase: new products, new segments, new channels. The person in this role will shape how Marketing operates for the next chapter of Ashby's growth.
Implement and maintain robust tracking systems for marketing campaigns, including proper UTM parameter implementation and lead source attribution in HubSpot
Lead design and execution of complex marketing automation workflows
Build and maintain marketing dashboards covering SEO performance, website analytics, lead generation metrics, and campaign effectiveness
Deliver regular reports on key marketing metrics and provide data-driven insights to optimize campaign performance
Operate as part of the Revenue Operations organization, aligning Marketing, RevOps, and Business Systems teams around shared marketing operations priorities and company objectives
Lead technical implementation of marketing initiatives, ensuring proper setup and execution
Develop and maintain documentation for marketing operations processes and best practices
Train team members on marketing technology tools and best practices
Develop and implement data governance frameworks to maintain high-quality marketing data
Create and manage data segmentation strategies for targeted marketing initiatives
Ensure compliance with GDPR, CCPA, and other relevant data privacy regulations
Regularly audit marketing systems and processes to maintain data integrity and security
Act as the dedicated subject matter expert, overseeing lead management processes, automation rules
Collaborate with the Systems and Tooling team on improvements to existing tech stack
Evaluate and recommend new marketing technologies to enhance our capabilities
7+ years of experience in marketing strategy + operations, marketing strategic planning or a similar role
SQL knowledge and experience with data manipulation
Strong business acumen and understanding of marketing metrics and reporting
Advanced expertise in marketing automation tools
Strong analytical skills with experience in data analysis and visualization
Strong understanding of marketing automation, lead management, and campaign attribution
Experience with web analytics tools (Google Analytics, Adobe Analytics)
Knowledge of data privacy regulations and compliance requirements
Experience with business intelligence tools (Heap Analytics, Looker)
Project management experience
Experience with API integrations and webhook management
You are most interested in the operational side of Marketing Strategy and Ops, and prefer to have hands on systems ownership vs owning strategy and analysis
You want a team to delegate execution toâthis is a hands-on, individual-contributor seat with no marketing ops team beneath you
You prefer owning one channel deeply rather than the full technical stack (tracking, automation, reporting, compliance) end to end
You do your best work when requirements are fully specified, rather than when you need to diagnose ambiguous problems and set the KPIs yourself
Recruiter Screen
Hiring Manager Interview
Challenge Interview
Final Round with multiple key stakeholders
Weâre running an A/B test with our Marketing Strategy role to optimize clarity and candidate response. Both postings (Marketing Strategy & Operations Manager and Marketing Strategy & Planning Manager) feature identical responsibilities, qualifications, and compensation. The only difference is the title. By testing which title resonates more particularly in search, candidate engagement, and application rates, we ensure we're zeroed in on the best fit for each team, without muddying the waters or causing confusion across two similar listings.
At Ashby, weâre building the future of enterprise softwareâstarting with a suite of products that empower talent leaders, recruiters, and hiring managers to drive better hiring outcomes with data-informed strategies. We're backed by Y Combinator and top-tier investors like Elad Gil and Lachy Groom. Our customers include global leaders like Snowflake, OpenAI, Shopify, Ramp, and Notion.
Weâre growing fastâover 100% year-over-year in revenue and weâve only just scratched the surface of a massive market opportunity. This is your chance to get in early and help shape a category-defining company.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks 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.
If youâre 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nAshby's Marketing team is scaling pipeline generation across a multi-product portfolio (ATS, Onboarding). As our Marketing Strategy & Operations Manager, you'll be the only dedicated marketing ops hire on the teamâowning the full technical and analytical foundation that lets Marketing run campaigns, measure performance, and improve efficiency with confidence.\n\nThis role sits within Revenue Operations, the horizontal function that makes the entire GTM system work, and partners in close, near-daily collaboration with the VP of Marketing and her leadership team. You'll be embedded in the day-to-day (tracking, dashboards, campaign systems) while also shaping how Marketing measures pipeline generation and CAC as we scale.\n\n\n\nWhy this role matters now\n\nWe're in an active expansion phase: new products, new segments, new channels. The person in this role will shape how Marketing operates for the next chapter of Ashby's growth.\n\n\n\n\nWHAT YOU'LL DO\n\n\nMARKETING CAMPAIGN MANAGEMENT AND ANALYTICS\n\n - Implement and maintain robust tracking systems for marketing campaigns, including proper UTM parameter implementation and lead source attribution in HubSpot\n\n - Lead design and execution of complex marketing automation workflows\n\n - Build and maintain marketing dashboards covering SEO performance, website analytics, lead generation metrics, and campaign effectiveness\n\n - Deliver regular reports on key marketing metrics and provide data-driven insights to optimize campaign performance\n\n\nCROSS-FUNCTIONAL LEADERSHIP AND STRATEGY\n\n - Operate as part of the Revenue Operations organization, aligning Marketing, RevOps, and Business Systems teams around shared marketing operations priorities and company objectives\n\n - Lead technical implementation of marketing initiatives, ensuring proper setup and execution\n\n - Develop and maintain documentation for marketing operations processes and best practices\n\n - Train team members on marketing technology tools and best practices\n\n\nDATA MANAGEMENT AND COMPLIANCE\n\n - Develop and implement data governance frameworks to maintain high-quality marketing data\n\n - Create and manage data segmentation strategies for targeted marketing initiatives\n\n - Ensure compliance with GDPR, CCPA, and other relevant data privacy regulations\n\n - Regularly audit marketing systems and processes to maintain data integrity and security\n\n\nMARKETING TECHNOLOGY AND SYSTEMS\n\n - Act as the dedicated subject matter expert, overseeing lead management processes, automation rules\n\n - Collaborate with the Systems and Tooling team on improvements to existing tech stack\n\n - Evaluate and recommend new marketing technologies to enhance our capabilities\n\n\nWHAT WE'RE LOOKING FOR\n\n - 7+ years of experience in marketing strategy + operations, marketing strategic planning or a similar role\n\n - SQL knowledge and experience with data manipulation\n\n - Strong business acumen and understanding of marketing metrics and reporting\n\n - Advanced expertise in marketing automation tools\n\n - Strong analytical skills with experience in data analysis and visualization\n\n - Strong understanding of marketing automation, lead management, and campaign attribution\n\n - Experience with web analytics tools (Google Analytics, Adobe Analytics)\n\n - Knowledge of data privacy regulations and compliance requirements\n\n\n\n\nNICE TO HAVE\n\n - Experience with business intelligence tools (Heap Analytics, Looker)\n\n - Project management experience\n\n - Experience with API integrations and webhook management\n\n\n\n\nTHIS ROLE MAY NOT BE A FIT IF:\n\n - You are most interested in the operational side of Marketing Strategy and Ops, and prefer to have hands on systems ownership vs owning strategy and analysis\n\n - You want a team to delegate execution toâthis is a hands-on, individual-contributor seat with no marketing ops team beneath you\n\n - You prefer owning one channel deeply rather than the full technical stack (tracking, automation, reporting, compliance) end to end\n\n - You do your best work when requirements are fully specified, rather than when you need to diagnose ambiguous problems and set the KPIs yourself\n\n\nINTERVIEW PROCESS\n\n 1. Recruiter Screen\n\n 2. Hiring Manager Interview\n\n 3. Challenge Interview\n\n 4. Final Round with multiple key stakeholders\n\n\n\nWeâre running an A/B test with our Marketing Strategy role to optimize clarity and candidate response. Both postings (Marketing Strategy & Operations Manager and Marketing Strategy & Planning Manager) feature identical responsibilities, qualifications, and compensation. The only difference is the title. By testing which title resonates more particularly in search, candidate engagement, and application rates, we ensure we're zeroed in on the best fit for each team, without muddying the waters or causing confusion across two similar listings.\n\n\n\n \n\n\nABOUT ASHBY\n\nAt Ashby, weâre building the future of enterprise softwareâstarting with a suite of products that empower talent leaders, recruiters, and hiring managers to drive better hiring outcomes with data-informed strategies. We're backed by Y Combinator and top-tier investors like Elad Gil and Lachy Groom. Our customers include global leaders like Snowflake, OpenAI, Shopify, Ramp, and Notion.\n\nWeâre growing fastâover 100% year-over-year in revenue and weâve only just scratched the surface of a massive market opportunity. This is your chance to get in early and help shape a category-defining company.\n\n \n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"dd3601fc-3a21-467b-aaff-43fceb65864b","title":"SMB Customer Success Manager - Americas","department":"Customer Success","team":"Start-up Customer Success","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-09-11T19:51:08.650+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/dd3601fc-3a21-467b-aaff-43fceb65864b","applyUrl":"https://jobs.ashbyhq.com/ashby/dd3601fc-3a21-467b-aaff-43fceb65864b/application","descriptionHtml":"Hello! Iâm Jared đ I joined Ashby four years ago as the first member of the Startup Customer Success team. Since then, I have been a part of building out the onboarding and success functions across our entire startup segment. Today, weâre a team of fifteen spanning across the US, Canada, and EMEA. I am so excited to be hiring another SMB Customer Success Manager in the US or Canada đ.
Our SMB Customer Success Team serves our early-stage customers programmatically. These customers are special to us because they arenât just learning our software; they are learning how to build hiring excellence into the DNA of their growing organizations.
Our SMB Customer Success Managers create high-quality onboarding materials, documentation, and e-webinars that enable our customers to get up and running independently. They also jump in to assist via email and customer calls when needed. This is a mid-level role, so we require at least 2 years of experience as a full-time SMB Customer Success Manager, Account Manager, or Program Manager.
In this role, youâll take ownership of a book of customers for whom youâd be the main point of contact in our shared inbox and hop on customer calls per our SLAs. Youâll also take ownership of medium and large projects that are core to our teamâs operations. Existing projects our team has taken on include:
Building an in-app onboarding experience using Amplitude
Creation of a live, foundational webinar series + recorded content
Building retention best practices into our engagement with customers that extend well beyond just onboarding
You have 2+ years of customer-facing experience supporting a complex and rapidly evolving product (for complexity, think tools like Zapier, HubSpot, and Acuity Scheduling).
You enjoy becoming a subject matter and product expert to help deliver excellent experiences when assisting our customers in solving complex challenges. Oftentimes, there will be multiple solutions to any given challenge and you enjoy getting in the weeds with customers to figure out what exactly they need to suggest the best path forward.
Youâre skilled at defining the scope of problems and creating comprehensive solutions independently and collaboratively. With a complex product comes complex problems - you are excellent at identifying an issue, mapping multiple paths forward, and taking action based on principled thinking.
You possess keen attention to detail, ensuring your email and live responses are thorough, clear, and empathetic along the way. Solving the problem is sometimes only half the battle - you are gifted in extracting only the necessary details that our customers or our team members need to solve a problem.
You have strong written and verbal communication skills. You effectively communicate with diverse user groups, whether partnering with an experienced TA leader developing the recruiting function at a Series A startup or instructing individuals who are new to recruiting SaaS tools.
You are curiousâboth in addressing customers and creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface. Sometimes an answer to a problem may not be obvious at surface level, but you enjoy digging into customer use cases to learn more about their process so you can suggest the best path(s) forward.
Youâd prefer to work one-on-one with a small book of customers. The SMB CS Team at Ashby uses a pooled approach (1:many) to allow us to be agile in customer interactions and ensure they have access to the resources they need when they need them.
You feel like the customer journey ends once a customer is onboarded. This role may not be right for you if youâre not excited to partner long-term with customers, including ongoing engagement that drives best practices in revenue retention for us and excellent best practices in Ashby for our customers.
You donât enjoy problem-solving. Often, weâre called on to assist customers in solving complex challenges that could have multiple solutions. If you donât like the idea of problem-solving and troubleshooting what feature works best for companies at varying levels of maturity, then this role may not be right for you.
You donât like projects. A staple of our SMB Customer Success team is that weâve developed internal processes that allow us to balance our customer interactions with project work that helps drive positive outcomes for our customers and internal teams.
You are not keen on speaking up or acting when you see something that could be improved. Our product and internal processes are rapidly changing. This means that we rely heavily on our team members to identify processes/practices that have grown stale and to offer more effective alternatives.
Product Support
SMB Customer Success
High Touch Customer Success
Recruiting Operations & Professional Services
Contracts Management
Here are a few points that should give you an idea of what it is like to work with us:
Our Engineering, Product, and Design teams spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
As they do that, our GTM teams spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe small teams with talented people and the right work environment deliver much better performance than large headcounts.
Our interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:
Initial Screen Interview - 20-30 minutes
Hiring Manager Interview - 45 minutes
Take Home Assessment - 1 week to complete
Panel Interview - 2 hours
Ashby is a highly complex product, and we invest a lot of time in ensuring our team members are experts on the platform. Your first 30 days will be largely focused on learning the finer points of the products; you may not respond directly to a customer in that time but donât worry, youâll be plenty busy learning!
Within your first 30 days, youâll have a strong foundation on the Ashby product and will have your first accounts assigned to you.
Within your first 60 days, youâll shadow your peers and take your first customer calls.
Within your first 90 days, youâll have a book of customers, and weâll start to explore key areas of ownership for you.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
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 youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up.
If youâve read this far, thank you, and I hope this all excites you enough to complete an application! Please note that weâll contact you via your application's email address to keep things fair. Reaching out through other platforms will not change the priority of your application. Whether we move forward together or not, I wish you all the best in your job search!
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! Iâm Jared đ I joined Ashby four years ago as the first member of the Startup Customer Success team. Since then, I have been a part of building out the onboarding and success functions across our entire startup segment. Today, weâre a team of fifteen spanning across the US, Canada, and EMEA. I am so excited to be hiring another SMB Customer Success Manager in the US or Canada đ.\n\n\nOur SMB Customer Success Team serves our early-stage customers programmatically. These customers are special to us because they arenât just learning our software; they are learning how to build hiring excellence into the DNA of their growing organizations.\n\nOur SMB Customer Success Managers create high-quality onboarding materials, documentation, and e-webinars that enable our customers to get up and running independently. They also jump in to assist via email and customer calls when needed. This is a mid-level role, so we require at least 2 years of experience as a full-time SMB Customer Success Manager, Account Manager, or Program Manager. \n\nIn this role, youâll take ownership of a book of customers for whom youâd be the main point of contact in our shared inbox and hop on customer calls per our SLAs. Youâll also take ownership of medium and large projects that are core to our teamâs operations. Existing projects our team has taken on include:\n\n - Building an in-app onboarding experience using Amplitude\n\n - Creation of a live, foundational webinar series + recorded content\n\n - Building retention best practices into our engagement with customers that extend well beyond just onboarding\n\n\nYOU SHOULD APPLY IF:\n\n - You have 2+ years of customer-facing experience supporting a complex and rapidly evolving product (for complexity, think tools like Zapier, HubSpot, and Acuity Scheduling).\n\n - You enjoy becoming a subject matter and product expert to help deliver excellent experiences when assisting our customers in solving complex challenges. Oftentimes, there will be multiple solutions to any given challenge and you enjoy getting in the weeds with customers to figure out what exactly they need to suggest the best path forward.\n\n - Youâre skilled at defining the scope of problems and creating comprehensive solutions independently and collaboratively. With a complex product comes complex problems - you are excellent at identifying an issue, mapping multiple paths forward, and taking action based on principled thinking.\n\n - You possess keen attention to detail, ensuring your email and live responses are thorough, clear, and empathetic along the way. Solving the problem is sometimes only half the battle - you are gifted in extracting only the necessary details that our customers or our team members need to solve a problem.\n\n - You have strong written and verbal communication skills. You effectively communicate with diverse user groups, whether partnering with an experienced TA leader developing the recruiting function at a Series A startup or instructing individuals who are new to recruiting SaaS tools.\n\n - You are curiousâboth in addressing customers and creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface. Sometimes an answer to a problem may not be obvious at surface level, but you enjoy digging into customer use cases to learn more about their process so you can suggest the best path(s) forward.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Youâd prefer to work one-on-one with a small book of customers. The SMB CS Team at Ashby uses a pooled approach (1:many) to allow us to be agile in customer interactions and ensure they have access to the resources they need when they need them.\n\n - You feel like the customer journey ends once a customer is onboarded. This role may not be right for you if youâre not excited to partner long-term with customers, including ongoing engagement that drives best practices in revenue retention for us and excellent best practices in Ashby for our customers.\n\n - You donât enjoy problem-solving. Often, weâre called on to assist customers in solving complex challenges that could have multiple solutions. If you donât like the idea of problem-solving and troubleshooting what feature works best for companies at varying levels of maturity, then this role may not be right for you.\n\n - You donât like projects. A staple of our SMB Customer Success team is that weâve developed internal processes that allow us to balance our customer interactions with project work that helps drive positive outcomes for our customers and internal teams.\n\n - You are not keen on speaking up or acting when you see something that could be improved. Our product and internal processes are rapidly changing. This means that we rely heavily on our team members to identify processes/practices that have grown stale and to offer more effective alternatives.\n\n\nABOUT ASHBY CUSTOMER SUCCESS\n\n\nASHBY CUSTOMER SUCCESS COMPRISES FIVE TEAMS:\n\n - Product Support\n\n - SMB Customer Success\n\n - High Touch Customer Success\n\n - Recruiting Operations & Professional Services\n\n - Contracts Management\n\nHere are a few points that should give you an idea of what it is like to work with us:\n\n - Our Engineering, Product, and Design teams spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - As they do that, our GTM teams spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe small teams with talented people and the right work environment deliver much better performance than large headcounts.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Initial Screen Interview - 20-30 minutes\n\n - Hiring Manager Interview - 45 minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Panel Interview - 2 hours\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our team members are experts on the platform. Your first 30 days will be largely focused on learning the finer points of the products; you may not respond directly to a customer in that time but donât worry, youâll be plenty busy learning!\n\n - Within your first 30 days, youâll have a strong foundation on the Ashby product and will have your first accounts assigned to you.\n\n - Within your first 60 days, youâll shadow your peers and take your first customer calls.\n\n - Within your first 90 days, youâll have a book of customers, and weâll start to explore key areas of ownership for you.\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up.\n\nIf youâve read this far, thank you, and I hope this all excites you enough to complete an application! Please note that weâll contact you via your application's email address to keep things fair. Reaching out through other platforms will not change the priority of your application. Whether we move forward together or not, I wish you all the best in your job search!\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"50edd021-cc90-48aa-916a-aead552e4d4f","title":"Enterprise Account Executive - Germany","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Germany","secondaryLocations":[{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}}],"publishedAt":"2026-09-17T14:32:33.525+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/50edd021-cc90-48aa-916a-aead552e4d4f","applyUrl":"https://jobs.ashbyhq.com/ashby/50edd021-cc90-48aa-916a-aead552e4d4f/application","descriptionHtml":"Sales at Ashby is a unique opportunity to sell a product customers genuinely love during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Bolt, Statista, Neura Robotics and Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.
Nearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base, with well over 100 in the DACH region, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.
Ashby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.
We are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!
You will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say about working here.
TA tools in the Enterprise represent a huge market opportunity, a $1B+ TAM, and the incumbents are legacy players. We are displacing a collection of tools (ATS, Sourcing & CRM, Scheduling, Analytics, Offers & Approvals) with a consolidated talent suite. This is a proven playbook that Workday used to win the HCM market as customers realize value in a multitude of ways.
We are seeking a German-fluent and Germany-based Enterprise Account Executive to help us win Enterprise (1,000+ employees) accounts by managing the full sales cycle from pipeline generation through to closed-won.
In this role, you'll focus on new logo acquisition. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ° You have strong track record in Enterprise SaaS sales, having closed many $100k sales, and overachieved $1M+ quotas consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.
đŻ You are proactive in identifying and pursuing new business opportunities, and comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.
đ» You can confidently deliver micro-demos before engaging your SE partners. You can't imagine not being fluent in the product you sell.
đ§ You are highly skilled at discovery. You believe in preparation to establish a point of view, and through discovery validate or refine your perspective to identify a project's business drivers aligned to executive priorities.
đ€ You have strong business acumen. You quickly connect the dots between technical problems and their downstream business impacts. You craft compelling business cases with this context.
âïž You're adept at competitive or evangelical selling in new or established markets.
đïž You skillfully guide prospects through the evaluationâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.
đ€ You enjoy becoming an expert and tailoring discussions to address each prospectâs unique challenges.
âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
đ Your peers describe you as detail oriented. You write and send crisp follow-up emails, on time. You also take pride in internal operations, like real-time CRM updates. (We use HubSpot, Gong, Chili Piper and Apollo.)
âïž You are willing to travel at least 25% of the time for customer engagements and events.
đ€ You have 5+ years of full-cycle closing experience and have closed many >$100,000 ACV opportunities
đą You have experience selling complex platform technologies in a sales-led GTM motion
đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline
đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German
đ©đȘ You are based in Germany
đ€ You have experience selling to Talent or People leaders
đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.
đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.
đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.
đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.
đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.
Our interview process is thorough â 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 (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.
Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.
Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Casper Bergmans] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.
Challenge Interview (90 min) - This will be made up of two parts:
Discovery and Demo Role Play (60 min)
Deal Strategy Discussion (30 min)
Compelling benefits offerings, location dependent
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
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.
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"WHY JOIN SALES AT ASHBY\n\nSales at Ashby is a unique opportunity to sell a product customers genuinely love https://www.ashbyhq.com/customers during an AI-fueled market expansion. Over 5,000 companies rely on Ashby, including OpenAI, Bolt, Statista, Neura Robotics and Monday.com http://Monday.com, and our business is durably growing faster than 100% year-over-year. Weâre well funded https://www.ashbyhq.com/blog/culture/series-d, and on a path to profitability. That's exceptionally rare for a company at our scale, and puts us in the top 10% of benchmarks.\n\nNearly 1 in 3 of Ashbyâs globally distributed team call Europe home! Weâve landed over 1000 customers in EMEA representing ~23% of our global revenue base, with well over 100 in the DACH region, clear evidence of strong product-market fit. Weâre doubling down our investment in the region with in-market GTM, CS and Support resources. EU Data Residency and product localisation are committed and coming soon. We believe there is a meaningful opportunity to help modern teams move beyond legacy recruiting software.\n\nAshby replaces 3-5 tools in a consolidation & efficiency play thatâs equally loved by recruiters and CFOs. Weâre known as a clear AI-leader https://www.ashbyhq.com/ai in the recruiting space. We are rapidly extending from a best-in-class recruiting product toward a multi-product platform, expanding upmarket, into new industries, and internationally. For sales reps, that means a large market full of legacy tools, and a product portfolio that creates room for both new business and expansion. This is a chance to participate in how a category-defining company wins in its next phase of growth.\n\nWe are equally intentional about how we build the business. We have established a remote-first, high-performing sales organization that rewards learning and accountability. We use data to set achievable quotas https://www.ashbyhq.com/blog/culture/how-we-think-about-sales-quotas-and-incentives-at-ashby, and reward sustained impact with competitive compensation and meaningful upside. We prioritize coaching and career development, with AEs advancing to Enterprise & Leadership roles in just a few years â 38% of the team who have been here more than a year have been promoted or taken on a new role!\n\nYou will work with people who care about craft, customer outcomes, and winning togetherâwithout sacrificing the trust, autonomy, and balance required to do your best work over the long term. Donât just take my word for it, see what the team has to say https://www.repvue.com/companies/Ashby about working here.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8f9d2fd6-1fd4-49d9-81a2-b66850fd33fd/image.png]\n\n\n\n\nABOUT THIS ROLE\n\nTA tools in the Enterprise represent a huge market opportunity, a $1B+ TAM, and the incumbents are legacy players. We are displacing a collection of tools (ATS, Sourcing & CRM, Scheduling, Analytics, Offers & Approvals) with a consolidated talent suite. This is a proven playbook that Workday used to win the HCM market as customers realize value in a multitude of ways.\n\nWe are seeking a German-fluent and Germany-based Enterprise Account Executive to help us win Enterprise (1,000+ employees) accounts by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Enterprise SaaS sales, having closed many $100k sales, and overachieved $1M+ quotas consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - đ» You can confidently deliver micro-demos before engaging your SE partners. You can't imagine not being fluent in the product you sell.\n\n - đ§ You are highly skilled at discovery. You believe in preparation to establish a point of view, and through discovery validate or refine your perspective to identify a project's business drivers aligned to executive priorities.\n\n - đ€ You have strong business acumen. You quickly connect the dots between technical problems and their downstream business impacts. You craft compelling business cases with this context.\n\n - âïž You're adept at competitive or evangelical selling in new or established markets.\n\n - đïž You skillfully guide prospects through the evaluationâengaging the right stakeholders at the right time to create consensus for a strategic technology decision.\n\n - đ€ You enjoy becoming an expert and tailoring discussions to address each prospectâs unique challenges.\n\n - âĄïž Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - đ Your peers describe you as detail oriented. You write and send crisp follow-up emails, on time. You also take pride in internal operations, like real-time CRM updates. (We use HubSpot, Gong, Chili Piper and Apollo.)\n\n - âïž You are willing to travel at least 25% of the time for customer engagements and events.\n\n\nREQUIREMENTS:\n\n - đ€ You have 5+ years of full-cycle closing experience and have closed many >$100,000 ACV opportunities\n\n - đą You have experience selling complex platform technologies in a sales-led GTM motion\n\n - đ You are a new business hunter and are confident in your abilities to self-source >50% of your own pipeline\n\n - đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German\n\n - đ©đȘ You are based in Germany\n\n\nBONUS POINTS:\n\n - đ€ You have experience selling to Talent or People leaders\n\n\n\n\nYOU SHOULDN'T APPLY IF:\n\n - đŒ You're more of a relationship builder who focuses on selling into the install base and aren't excited about a new business focused role.\n\n - đŻ You expect Marketing or BDRs to source all of your pipeline for you. This is a hunting role.\n\n - đ» You believe that \"tech stuff\" is the SE's job. Our AEs all develop product acumen while SEs are a partner in our team selling motion.\n\n - đ You prefer to run established playbooks in well defined environments. This role requires creativity and a growth mindset.\n\n - đș You're a lone wolf. You prefer to go it alone in your pursuit of new business. We believe in a team-selling sales model.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â 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:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Casper Bergmans https://www.linkedin.com/in/ashbyemea/] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - Compelling benefits offerings, location dependent\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."},{"id":"c62ec47a-8de9-4781-b1f7-563a229c4e90","title":"GTM Systems Analyst","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - European Union","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}}],"publishedAt":"2026-08-27T15:22:29.182+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/c62ec47a-8de9-4781-b1f7-563a229c4e90","applyUrl":"https://jobs.ashbyhq.com/ashby/c62ec47a-8de9-4781-b1f7-563a229c4e90/application","descriptionHtml":"Ashby's GTM engine runs on a set of interconnected systems. Keeping them accurate, efficient, and trusted is the foundation everything else is built on. As our GTM Systems Analyst, you'll own the daily maintenance and configuration of technical layer that powers our Go-to-Market organization: the CRM configurations, integration architecture, and data quality practices that let our Sales, Marketing, and Customer Success teams move fast with confidence.
This role sits within Revenue Operations, the horizontal function that makes the entire GTM system work. You'll be embedded in daily operations (triaging issues, implementing new tooling, and translating business requirements into scalable configurations) while also contributing to longer-term systems strategy as we move up-market and expand our product suite.
We're in an active expansion phase: new products, new segments, new GTM motions. Our systems need to keep pace. The person in this role will shape how we build the technical foundation for the next chapter of Ashby's growth.
System Administration: Own the day-to-day health of our core GTM platforms. You'll manage configuration, user permissions, custom objects, and workflow automation across our CRM stack â making sure the systems actually reflect how our teams work, not just how they were set up two years ago.
Integration Support: Maintain clean data flows across our GTM toolset ( including intent data, conversation intelligence, and sales engagement platforms). You'll be the person who knows how signals travel between systems and why, and who makes sure they're flowing reliably.
Data Governance: Enforce standards for data quality, deduplication, and field taxonomy. Revenue reporting and forecasting are only as good as the data underneath them, along with our GTM Engineers and our System Architect, you'll build the infrastructure of trust that makes those outputs credible.
Stakeholder Support: Be the go-to technical partner for frontline GTM teams. You'll triage issues, gather business requirements, and deliver solutions that scale. You communicate clearly with both technical and non-technical partners and know when to say \"that requires a bigger conversation\" rather than patching around a root cause.
Tooling Evaluation: Help evaluate new GTM tech and AI tools as our needs evolve. You'll assess how new tools will integrate with our existing systems, support contract renewals, and support implementation of emerging solutions, with a practical bias toward what will actually get adopted and maintained.
Advanced proficiency in CRM administration: Salesforce Administrator or HubSpot Administrator certification strongly preferred
Experience connecting marketing automation, CRM, and revenue intelligence tools (e.g., 6sense, Gong, Outreach, Gainsight)
Ability to translate abstract business goals into documented, scalable technical configurations
Strong analytical skills: you can diagnose data discrepancies, form a hypothesis, and present findings clearly to both technical and non-technical audiences
Instinctive troubleshooter: you don't wait for a problem to be fully described before you start hypothesizing
Clear written communicator; we're a remote-first company and documentation is how work gets shared
2â4 years in a RevOps, Marketing Ops, or Sales Ops systems role, ideally at a B2B SaaS company
Familiarity with SQL or data warehouse querying (Snowflake, BigQuery) for ad hoc analysis
Experience with AI-assisted workflow automation or prompt-based tooling in a GTM context
Exposure to multi-product or multi-segment GTM motions
You have used CRM systems extensively, but have not owned CRM administration work directly.
You prefer strategy and architecture work over hands-on systems ownership.
You do your best work when requirements are fully specified, rather than when you need to diagnose ambiguous issues and triage incoming requests.
You are looking for a role focused on one GTM function, rather than broad partnership across Sales, Marketing, and Customer Success.
Recruiter Screen
Hiring Manager Interview
Challenge Interview
Final Round with multiple key stakeholders
At Ashby, weâre building the future of enterprise softwareâstarting with a suite of products that empower talent leaders, recruiters, and hiring managers to drive better hiring outcomes with data-informed strategies. We're backed by Y Combinator and top-tier investors like Elad Gil and Lachy Groom. Our customers include global leaders like Snowflake, OpenAI, Shopify, Ramp, and Notion.
Weâre growing fastâover 100% year-over-year in revenue and weâve only just scratched the surface of a massive market opportunity. This is your chance to get in early and help shape a category-defining company.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks 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.
If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to ap
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"THE ROLE\n\nAshby's GTM engine runs on a set of interconnected systems. Keeping them accurate, efficient, and trusted is the foundation everything else is built on. As our GTM Systems Analyst, you'll own the daily maintenance and configuration of technical layer that powers our Go-to-Market organization: the CRM configurations, integration architecture, and data quality practices that let our Sales, Marketing, and Customer Success teams move fast with confidence.\n\nThis role sits within Revenue Operations, the horizontal function that makes the entire GTM system work. You'll be embedded in daily operations (triaging issues, implementing new tooling, and translating business requirements into scalable configurations) while also contributing to longer-term systems strategy as we move up-market and expand our product suite.\n\n\n\n\nWHY THIS ROLE MATTERS NOW\n\nWe're in an active expansion phase: new products, new segments, new GTM motions. Our systems need to keep pace. The person in this role will shape how we build the technical foundation for the next chapter of Ashby's growth.\n\n\n\n\nWHAT YOU'LL DO\n\n - System Administration: Own the day-to-day health of our core GTM platforms. You'll manage configuration, user permissions, custom objects, and workflow automation across our CRM stack â making sure the systems actually reflect how our teams work, not just how they were set up two years ago.\n\n - Integration Support: Maintain clean data flows across our GTM toolset ( including intent data, conversation intelligence, and sales engagement platforms). You'll be the person who knows how signals travel between systems and why, and who makes sure they're flowing reliably.\n\n - Data Governance: Enforce standards for data quality, deduplication, and field taxonomy. Revenue reporting and forecasting are only as good as the data underneath them, along with our GTM Engineers and our System Architect, you'll build the infrastructure of trust that makes those outputs credible.\n\n - Stakeholder Support: Be the go-to technical partner for frontline GTM teams. You'll triage issues, gather business requirements, and deliver solutions that scale. You communicate clearly with both technical and non-technical partners and know when to say \"that requires a bigger conversation\" rather than patching around a root cause.\n\n - Tooling Evaluation: Help evaluate new GTM tech and AI tools as our needs evolve. You'll assess how new tools will integrate with our existing systems, support contract renewals, and support implementation of emerging solutions, with a practical bias toward what will actually get adopted and maintained.\n\n\n\n\nWHAT WE'RE LOOKING FOR\n\n - Advanced proficiency in CRM administration: Salesforce Administrator or HubSpot Administrator certification strongly preferred\n\n - Experience connecting marketing automation, CRM, and revenue intelligence tools (e.g., 6sense, Gong, Outreach, Gainsight)\n\n - Ability to translate abstract business goals into documented, scalable technical configurations\n\n - Strong analytical skills: you can diagnose data discrepancies, form a hypothesis, and present findings clearly to both technical and non-technical audiences\n\n - Instinctive troubleshooter: you don't wait for a problem to be fully described before you start hypothesizing\n\n - Clear written communicator; we're a remote-first company and documentation is how work gets shared\n\n - 2â4 years in a RevOps, Marketing Ops, or Sales Ops systems role, ideally at a B2B SaaS company\n \n \n\n\nNICE TO HAVE\n\n - Familiarity with SQL or data warehouse querying (Snowflake, BigQuery) for ad hoc analysis\n\n - Experience with AI-assisted workflow automation or prompt-based tooling in a GTM context\n\n - Exposure to multi-product or multi-segment GTM motions\n \n \n\n\nTHIS ROLE MAY NOT BE A FIT IF:\n\n - You have used CRM systems extensively, but have not owned CRM administration work directly.\n\n - You prefer strategy and architecture work over hands-on systems ownership.\n\n - You do your best work when requirements are fully specified, rather than when you need to diagnose ambiguous issues and triage incoming requests.\n\n - You are looking for a role focused on one GTM function, rather than broad partnership across Sales, Marketing, and Customer Success.\n \n \n\n\nINTERVIEW PROCESS\n\n 1. Recruiter Screen\n\n 2. Hiring Manager Interview\n\n 3. Challenge Interview\n\n 4. Final Round with multiple key stakeholders\n\n\n\n\nABOUT ASHBY\n\nAt Ashby, weâre building the future of enterprise softwareâstarting with a suite of products that empower talent leaders, recruiters, and hiring managers to drive better hiring outcomes with data-informed strategies. We're backed by Y Combinator and top-tier investors like Elad Gil and Lachy Groom. Our customers include global leaders like Snowflake, OpenAI, Shopify, Ramp, and Notion.\n\nWeâre growing fastâover 100% year-over-year in revenue and weâve only just scratched the surface of a massive market opportunity. This is your chance to get in early and help shape a category-defining company.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to ap\n\nAshby 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position."}],"apiVersion":"1"}