![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.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
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.
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. đ„”
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.
We have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. Iâll share more once we meet.
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!).
Our engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings.
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 5x a day. Everyone on the team has contributed to 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) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it 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:
We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often donât get to practice as engineers, and, as a manager at Ashby, youâll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.
Diverse teams drive innovation and better outcomes. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change.
Today, 26% of engineers at Ashby are from underrepresented groups. Itâs not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.
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 .
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. 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.
","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\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\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\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\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\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. đ„”\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.\n\nWe have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. Iâll share more once we meet.\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!).\n\n\nCOLLABORATION IS NATURAL, COMMUNICATION IS DELIBERATE\n\nOur engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings.\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 5x a day. Everyone on the team has contributed to 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) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it here https://www.loom.com/share/32c0cc3eedf2450fb66a901b76186ce4).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\n\n\n\n\n\nGIVE ENGINEERS OWNERSHIP & AUTONOMY\n\nWe, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often donât get to practice as engineers, and, as a manager at Ashby, youâll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes https://hbr.org/2016/11/why-diverse-teams-are-smarter. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change.\n\nToday, 26% of engineers at Ashby are from underrepresented groups. Itâs not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\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\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\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 - 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. 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."},{"id":"f40ef345-82a8-4956-9150-193b4fdf8183","title":"Senior Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"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":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"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":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"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.
","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\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\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\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\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\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\nWHY YOU SHOULD OR SHOULDNâT APPLY\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\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\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."},{"id":"d573471b-2005-482c-9fbf-d1df9550cb57","title":"Engineering Manager, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Belfast","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Belfast"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}},{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}}],"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
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.Â
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.
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. đ„”
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.
We have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. Iâll share more once we meet.
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!).
Our engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings.
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 5x a day. Everyone on the team has contributed to 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) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it 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:
We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often donât get to practice as engineers, and, as a manager at Ashby, youâll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.
Diverse teams drive innovation and better outcomes. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change.
Today, 26% of engineers at Ashby are from underrepresented groups. Itâs not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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:Â
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: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.
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 .
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. 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.
","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\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\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\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\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\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. đ„”\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.\n\nWe have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. Iâll share more once we meet.\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!).\n\n\nCOLLABORATION IS NATURAL, COMMUNICATION IS DELIBERATE\n\nOur engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings.\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 5x a day. Everyone on the team has contributed to 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) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it here https://www.loom.com/share/32c0cc3eedf2450fb66a901b76186ce4).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\n\n\n\n\n\nGIVE ENGINEERS OWNERSHIP & AUTONOMY\n\nWe, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often donât get to practice as engineers, and, as a manager at Ashby, youâll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.\n\n\nPUT EFFORT INTO DIVERSITY \n\nDiverse teams drive innovation and better outcomes https://hbr.org/2016/11/why-diverse-teams-are-smarter. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change.\n\nToday, 26% of engineers at Ashby are from underrepresented groups. Itâs not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\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\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\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 - 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. 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."},{"id":"7e4e8a93-c35d-43c1-a739-c53aba8b682f","title":"Enterprise Account Executive - DACH","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Berlin","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}}],"publishedAt":"2025-08-08T17:00:14.676+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7e4e8a93-c35d-43c1-a739-c53aba8b682f","applyUrl":"https://jobs.ashbyhq.com/ashby/7e4e8a93-c35d-43c1-a739-c53aba8b682f/application","descriptionHtml":"Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence
Series D raised in 2025, and growing ARR >100% YoY
Over 4,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Reddit
Multiple products to win both land-and-expand and material new business deals
Rapidly moving up-market with no signs of slowing down
Implemented AI throughout the platform
Known for our pace of innovation and advanced analytics
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.
Here are a few key points that should give you an idea of what it is like to work with us:
We invest in building best-in-class products since we believe a highly differentiated product is easier to sell.
We strongly believe that small teams with talented and hard working people (and the right environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We care deeply about our customers and their challenges big and small. The clarity and nuance with which we understand their pains allows us to build high impact solutions.
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)
You get to sell a product that our prospects & customers are truly excited about
Competitive compensation & fairly set quotas
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.
","descriptionPlain":"ABOUT ASHBY\n\n - Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence\n\n - Series D raised in 2025, and growing ARR >100% YoY\n\n - Over 4,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Reddit\n\n - Multiple products to win both land-and-expand and material new business deals\n\n - Rapidly moving up-market with no signs of slowing down\n\n - Implemented AI https://www.ashbyhq.com/blog/recruiting/ai-assisted-application-review-in-practice throughout the platform\n\n - Known for our pace of innovation and advanced analytics\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\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\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\nOUR PHILOSOPHY\n\nHere are a few key points that should give you an idea of what it is like to work with us:\n\n - We invest in building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We strongly believe that small teams with talented and hard working people (and the right environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.\n\n - We care deeply about our customers and their challenges big and small. The clarity and nuance with which we understand their pains allows us to build high impact solutions.\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\nBENEFITS\n\n - You get to sell a product that our prospects & customers are truly excited about\n\n - Competitive compensation & fairly set quotas\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\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."},{"id":"f36fb6f7-a960-48d0-974b-9f5a71ea53b7","title":"Sr. Accountant","department":"Finance & Operations","team":"Finance & Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-05-06T07:19:23.743+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f36fb6f7-a960-48d0-974b-9f5a71ea53b7","applyUrl":"https://jobs.ashbyhq.com/ashby/f36fb6f7-a960-48d0-974b-9f5a71ea53b7/application","descriptionHtml":"About the Job:
đ Iâm Emily, the Director of Accounting at Ashby. I am thrilled to be hiring our second Senior Accountant to join our team! I joined Ashby two years ago and have built out the Accounting team in that time. My favorite thing about Ashby is how collaborative we are and how Accounting truly feels like a partnership here.
We are looking for a detail-oriented and motivated Senior Accountant to support day-to-day accounting operations, financial reporting, and the month-end close process. The ideal candidate is analytical, organized, and thrives in a dynamic environment focused on long-term impact and timely execution.
As we prepare for our first financial audit and continue to scale, this role offers strong growth potential. Youâll play a key role in audit readiness, process improvement, and helping the team tighten close and reporting timelines. Weâre seeking someone who embraces change and brings a proactive, solutions-focused mindset to evolving our accounting practices.
Note: 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 please do not reach out to the team or Emily directly.
Key Responsibilities
Review and code credit card transactions and expense reimbursements
Own various parts of the month-end and year-end close processes including Fixed Assets, Prepaids and Accruals
Assist with fluctuation analysis for month-end, quarter-end, and year-end periods
Assist with Accounts Payable, serving as a primary backup and escalation point.
Support financial audits by preparing schedules and providing documentation
Help maintain compliance with internal controls and accounting policies
Perform ad hoc accounting projects as assigned
Qualifications
Bachelorâs degree in accounting or finance
2-4 years of accounting experience
Strong understanding of GAAP
Strong attention to detail and organizational skills
Ability to manage multiple priorities
Bonus: Quickbooks Online experience and prior audit support experience a plus
You should apply if:
You are solutions-oriented. You balance creative problem-solving with strong operational follow-through.
You are detail-oriented. Accuracy and precision are critical in this role.
You are adaptable. You embrace continuous learning and actively apply new insights to improve your work.
You are a team player. You're willing to step into new areas â like Billing â when the team needs support, and you see cross-functional coverage as an opportunity, not an inconvenience.
Why you shouldnât apply:
You thrive with heavy day-to-day guidance. We're a supportive team and questions are always welcome, but we're looking for someone who takes ownership, digs in when they hit a new challenge, and brings solutions to the table â not just problems.
You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting.
You prefer the predictability of working in an accounting firm. We are a rapidly growing team and company, and the ability to stay flexible and thrive amid change is key to success here. Every day involves new challenges and this role will need to adapt to learning new skills.
You prefer a narrowly defined role. Our team is small and coverage matters â you may be asked to support Billing or other functions when teammates are out, and flexibility is essential.
You only have public accounting experience. This role is best-suited for someone who understands the day-to-day operations and challenges of working inside a growing company.
About Ashby
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. 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 .
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
Recruiter Screen with Michelle - 30min
Hiring Manager Interview with Emily - 45min
Practical Assessment
Final Round - 2-2.5 hours
Competitive salary and equity.
Unlimited PTO with four weeks recommended per year (we encourage you to take it!)
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.
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.
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.
","descriptionPlain":"About the Job:\n\nđ Iâm Emily, the Director of Accounting at Ashby. I am thrilled to be hiring our second Senior Accountant to join our team! I joined Ashby two years ago and have built out the Accounting team in that time. My favorite thing about Ashby is how collaborative we are and how Accounting truly feels like a partnership here.\n\nWe are looking for a detail-oriented and motivated Senior Accountant to support day-to-day accounting operations, financial reporting, and the month-end close process. The ideal candidate is analytical, organized, and thrives in a dynamic environment focused on long-term impact and timely execution.\n\nAs we prepare for our first financial audit and continue to scale, this role offers strong growth potential. Youâll play a key role in audit readiness, process improvement, and helping the team tighten close and reporting timelines. Weâre seeking someone who embraces change and brings a proactive, solutions-focused mindset to evolving our accounting practices.\n\nNote: 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 please do not reach out to the team or Emily directly.\n\nKey Responsibilities\n\n - Review and code credit card transactions and expense reimbursements\n\n - Own various parts of the month-end and year-end close processes including Fixed Assets, Prepaids and Accruals\n\n - Assist with fluctuation analysis for month-end, quarter-end, and year-end periods\n\n - Assist with Accounts Payable, serving as a primary backup and escalation point.\n\n - Support financial audits by preparing schedules and providing documentation\n\n - Help maintain compliance with internal controls and accounting policies\n\n - Perform ad hoc accounting projects as assigned\n\nQualifications\n\n - Bachelorâs degree in accounting or finance\n\n - 2-4 years of accounting experience\n\n - Strong understanding of GAAP\n\n - Strong attention to detail and organizational skills\n\n - Ability to manage multiple priorities\n\n - Bonus: Quickbooks Online experience and prior audit support experience a plus\n\nYou should apply if:\n\n - You are solutions-oriented. You balance creative problem-solving with strong operational follow-through.\n\n - You are detail-oriented. Accuracy and precision are critical in this role.\n\n - You are adaptable. You embrace continuous learning and actively apply new insights to improve your work.\n\n - You are a team player. You're willing to step into new areas â like Billing â when the team needs support, and you see cross-functional coverage as an opportunity, not an inconvenience.\n\n\n\n\nWhy you shouldnât apply:\n\n - You thrive with heavy day-to-day guidance. We're a supportive team and questions are always welcome, but we're looking for someone who takes ownership, digs in when they hit a new challenge, and brings solutions to the table â not just problems.\n\n - You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting.\n\n - You prefer the predictability of working in an accounting firm. We are a rapidly growing team and company, and the ability to stay flexible and thrive amid change is key to success here. Every day involves new challenges and this role will need to adapt to learning new skills.\n\n - You prefer a narrowly defined role. Our team is small and coverage matters â you may be asked to support Billing or other functions when teammates are out, and flexibility is essential.\n\n - You only have public accounting experience. This role is best-suited for someone who understands the day-to-day operations and challenges of working inside a growing company.\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. 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\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 - Recruiter Screen with Michelle - 30min\n\n - Hiring Manager Interview with Emily - 45min\n\n - Practical Assessment\n\n - Final Round - 2-2.5 hours\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - Unlimited PTO with four weeks recommended per year (we encourage you to take it!)\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\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\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."},{"id":"410dff92-6ca5-45b8-b62f-e5e2d344fe17","title":"Mid Market Account Executive - DACH","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Denmark","secondaryLocations":[{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}}],"publishedAt":"2025-11-04T19:15:13.488+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/410dff92-6ca5-45b8-b62f-e5e2d344fe17","applyUrl":"https://jobs.ashbyhq.com/ashby/410dff92-6ca5-45b8-b62f-e5e2d344fe17/application","descriptionHtml":"Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence
Series D raised in 2025, and growing ARR >100% YoY
Have thousands of amazing customers including OpenAI, Deliveroo, Lemonade & Alan
Multiple products to win both land-and-expand and material new business deals
Rapidly moving up-market with no signs of slowing down
Implemented assistive AI throughout the platform
Known for our pace of innovation and advanced analytics
We are seeking a German 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 German
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.
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 sell.
We aim to offer deep product expertise whenever we interact with prospects and customers. AEs are no exception to this.
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.
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 [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)
Sell a product that our customers are truly excited about.
Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.
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.
","descriptionPlain":"ABOUT ASHBY\n\n - Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence\n\n - Series D raised in 2025, and growing ARR >100% YoY\n\n - Have thousands of amazing customers including OpenAI, Deliveroo, Lemonade & Alan\n\n - Multiple products to win both land-and-expand and material new business deals\n\n - Rapidly moving up-market with no signs of slowing down\n\n - Implemented assistive AI https://www.ashbyhq.com/blog/recruiting/ai-assisted-application-review-in-practice throughout the platform\n\n - Known for our pace of innovation and advanced analytics\n\n\nABOUT THIS ROLE\n\nWe are seeking a German 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\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 German\n\n\nBONUS POINTS:\n\n - đ€ You have sold to Talent or HR personas\n\n - âïž Prior B/SDR experience\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\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 sell.\n\n - We aim to offer deep product expertise whenever we interact with prospects and customers. AEs are no exception to this.\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.\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 [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\nBENEFITS\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.\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\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."},{"id":"f8af6d8b-3f86-4b4f-90db-839b9ae5be7e","title":"Business Development Representative - EMEA","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}}],"publishedAt":"2026-03-24T13:35:15.455+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f8af6d8b-3f86-4b4f-90db-839b9ae5be7e","applyUrl":"https://jobs.ashbyhq.com/ashby/f8af6d8b-3f86-4b4f-90db-839b9ae5be7e/application","descriptionHtml":"About Ashby
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.
âš About the Role
As one of our founding members of our EMEA BDR team, youâll play an important role in building Ashbyâs outbound pipeline in Europe, the Middle East, and Africa (EMEA). Youâll evangelize our solution in the market, focus on outbound prospecting and new business account development. Youâll partner closely with and learn from senior AEs to drive pipeline generation in our Mid-Market and Enterprise segments.
This role is ideal for someone eager to learn, experiment, and grow into a future AE role. Youâll help us refine our outbound motion, bring regional insight to our sales strategy, and create a scalable structure for future BDR hires.
đŻ What Youâll Do
Drive top-of-funnel pipeline: Identify, map, and engage high-quality prospects in whitespace accounts using a multi-channel approach (email, LinkedIn, calls, video).
Own your territory: Work side-by-side with Mid-Market or Enterprise AEs to build strategic account plans, research buyer personas, and coordinate outreach efforts.
Craft high-quality outreach: Personalize messaging by persona, industry, and trigger event to drive engagement while protecting Ashbyâs brand reputation.
Contribute to playbooks: Test new prospecting plays (e.g. event-based outreach, intent-driven cadences) and feed learnings back to the team.
Collaborate cross-functionally: Partner with Marketing to ensure campaign alignment and feedback loops. Participate in weekly syncs with Sales and monthly pipeline reviews.
Track and optimize: Maintain clean CRM hygiene, track activity and outcomes, and iterate on what works to hit KPIs.
đĄ You Could Be a Great Fit If:
You are a BDR, Sales Executive, Recruiter, Sourcer or in an equivalent role, with a track record of achieving monthly targets.
You communicate clearly and write crisp, compelling outreach free of buzzwords.
Youâre curious, coachable, and excited to experiment with messaging, tools, and tactics.
You have high attention to detail, especially in CRM documentation and lead follow-ups.
You enjoy creating structure from ambiguity and want to build something from the ground up.
You want to grow into an AE role and are hungry to learn from top performers at a company that believes in internal mobility
đ§ Role Requirement
Strong written and verbal communication skills in English.
Comfortable using LinkedIn, HubSpot/Salesforce, ZoomInfo, and modern prospecting tools (or quick to learn).
Prior experience in a customer-facing or high-volume outreach role is a plus, but not required.
Required: Fluency in English.
Bonus: German, Dutch or French.
đ Why This Role Is Special
Youâll be a founding member of our EMEA BDR teamâwith room to grow into an AE or other GTM roles.
Youâll join a company where outbound is already working, and needs dedicated focus to scale.
You'll get hands-on exposure to strategic selling alongside experienced AEs and GTM leaders.
You'll help shape the outbound motion, tools, and metrics at a fast-growing startup.
Why you shouldnât apply
Youâre not a self-starter or disciplined in managing your own time
You prefer an in-office environment
You are reluctant to get on the phone or build engaging content that can be shared on LinkedIn
đŒ Interview Plan
Intro Recruiter Call (30 min)
Hiring Manager Call (1 hour)
Outbound Prospecting & Strategy Exercise
Challenge Interview (75 min)
đ Benefits
Sell a product customers love and use every day
Clear promotion path into AE roles
Generous equipment & learning budgets
Unlimited PTO (4 weeks recommended)
Option to travel for team events and enablement
Inclusive, remote-first culture
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.
","descriptionPlain":"About 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\nâš About the Role\n\nAs one of our founding members of our EMEA BDR team, youâll play an important role in building Ashbyâs outbound pipeline in Europe, the Middle East, and Africa (EMEA). Youâll evangelize our solution in the market, focus on outbound prospecting and new business account development. Youâll partner closely with and learn from senior AEs to drive pipeline generation in our Mid-Market and Enterprise segments.\n\nThis role is ideal for someone eager to learn, experiment, and grow into a future AE role. Youâll help us refine our outbound motion, bring regional insight to our sales strategy, and create a scalable structure for future BDR hires.\n\nđŻ What Youâll Do\n\n - Drive top-of-funnel pipeline: Identify, map, and engage high-quality prospects in whitespace accounts using a multi-channel approach (email, LinkedIn, calls, video).\n\n - Own your territory: Work side-by-side with Mid-Market or Enterprise AEs to build strategic account plans, research buyer personas, and coordinate outreach efforts.\n\n - Craft high-quality outreach: Personalize messaging by persona, industry, and trigger event to drive engagement while protecting Ashbyâs brand reputation.\n\n - Contribute to playbooks: Test new prospecting plays (e.g. event-based outreach, intent-driven cadences) and feed learnings back to the team.\n\n - Collaborate cross-functionally: Partner with Marketing to ensure campaign alignment and feedback loops. Participate in weekly syncs with Sales and monthly pipeline reviews.\n\n - Track and optimize: Maintain clean CRM hygiene, track activity and outcomes, and iterate on what works to hit KPIs.\n\nđĄ You Could Be a Great Fit If:\n\n - You are a BDR, Sales Executive, Recruiter, Sourcer or in an equivalent role, with a track record of achieving monthly targets.\n\n - You communicate clearly and write crisp, compelling outreach free of buzzwords.\n\n - Youâre curious, coachable, and excited to experiment with messaging, tools, and tactics.\n\n - You have high attention to detail, especially in CRM documentation and lead follow-ups.\n\n - You enjoy creating structure from ambiguity and want to build something from the ground up.\n\n - You want to grow into an AE role and are hungry to learn from top performers at a company that believes in internal mobility\n\nđ§ Role Requirement\n\n - Strong written and verbal communication skills in English.\n\n - Comfortable using LinkedIn, HubSpot/Salesforce, ZoomInfo, and modern prospecting tools (or quick to learn).\n\n - Prior experience in a customer-facing or high-volume outreach role is a plus, but not required.\n\n - Required: Fluency in English.\n\n - Bonus: German, Dutch or French.\n\nđ Why This Role Is Special\n\n - Youâll be a founding member of our EMEA BDR teamâwith room to grow into an AE or other GTM roles.\n\n - Youâll join a company where outbound is already working, and needs dedicated focus to scale.\n\n - You'll get hands-on exposure to strategic selling alongside experienced AEs and GTM leaders.\n\n - You'll help shape the outbound motion, tools, and metrics at a fast-growing startup.\n\nWhy you shouldnât apply\n\n - Youâre not a self-starter or disciplined in managing your own time\n\n - You prefer an in-office environment\n\n - You are reluctant to get on the phone or build engaging content that can be shared on LinkedIn\n\nđŒ Interview Plan\n\n 1. Intro Recruiter Call (30 min)\n\n 2. Hiring Manager Call (1 hour)\n\n 3. Outbound Prospecting & Strategy Exercise\n\n 4. Challenge Interview (75 min)\n\nđ Benefits\n\n - Sell a product customers love and use every day\n\n - Clear promotion path into AE roles\n\n - Generous equipment & learning budgets\n\n - Unlimited PTO (4 weeks recommended)\n\n - Option to travel for team events and enablement\n\n - Inclusive, remote-first culture\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."},{"id":"38281574-0880-473a-a4f1-bfbb7eedfa18","title":"Mid-Market Customer Success Manager - America","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-03-12T23:29:05.337+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 Mid-Market Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional mid-market customer experience across the mid-market segment. I'm thrilled 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 Mid-Market Customer Success function. In this role, you'll onboard, train, and support the adoption of Ashby with customers across the region, partnering closely with a talented group of seven CSMs on the Americas Mid-Market team to shape how we serve companies ranging from high-growth startups to public enterprises.
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 a four to eight week implementation, while continuing to deliver value through the customer journey.
Youâre experienced managing a book of ~60 mid-market customers, exceeding $1.5MM 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 eschew 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 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.
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 SMs 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 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 Panel Interview - 2 hours
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.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Iâm Denise https://www.linkedin.com/in/deniseeures/, and Iâm the Head of Mid-Market Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional mid-market customer experience across the mid-market segment. I'm thrilled 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 Mid-Market Customer Success function. In this role, you'll onboard, train, and support the adoption of Ashby with customers across the region, partnering closely with a talented group of seven CSMs on the Americas Mid-Market team to shape how we serve companies ranging from high-growth startups to public enterprises.\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 a four to eight week implementation, while continuing to deliver value through the customer journey.\n\n - Youâre experienced managing a book of ~60 mid-market customers, exceeding $1.5MM 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\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 eschew 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 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 - 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\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 SMs 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\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/\nhttps://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWe\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\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 Panel Interview - 2 hours\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."},{"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":"Hi! I'm Allie, Head of Support at Ashby. đ I have had the privilege of working with an incredible Support Team full of highly knowledgeable, driven team members who care deeply about the success of our customers. One of our key priorities is to scale our Support Teamâs ability to resolve deeply technical issues and support complex customers and workflows. Thatâs why weâre searching for a Support Engineering Manager to grow and shape the future of Support Engineering at Ashby.
This role is not a traditional Support Manager position. Weâre looking for someone who has technical depth, is confident diving into complex systems, and can mentor others on complex problem solving.
In this role, youâll manage a team of highly skilled Support Engineers, work closely with Engineering to refine escalation and triage practices, and help define how Support Engineering operates at Ashby. Weâre looking for a builder with strong instincts who sees inefficiency quickly, takes action, and drives high-leverage improvements without over-engineering solutions.
This is a unique opportunity to oversee our Support Engineering function, collaborate deeply with our Engineering and Product teams, and create scalable processes and systems for technical triage, debugging, and problem-solving. You should be energized by moving fast, experimenting, and making pragmatic decisions, even when you donât have perfect data. If you love designing systems, building technical teams, and thinking holistically about how support can be a force multiplier across the business, you are in the right place!
As the Support Engineering Manager, you will oversee a technically proficient team responsible for resolving complex product issues, supporting integrations and data workflows, and influencing product decisions through customer insights. This team serves as a key escalation layer for high-priority technical challenges while creating proactive solutions to elevate the broader Support organization.
Youâll play a hands-on role in developing the teamâs capabilities, guiding cross-functional processes, and building the systems that will allow Support Engineering to scale effectively as our business grows. Since this is a new function, youâll have the opportunity to define best practices, establish technical workflows, and build a strong partnership between Support and Engineering from day one.
We need someone who naturally gravitates toward the highest-leverage work by identifying waste, eliminating friction, and raising the technical bar of the team quickly. You should be comfortable being wrong occasionally if it means weâre right most of the time and moving at high velocity.
Lead and develop a team of Support Engineers focused on technical depth, problem-solving, and customer impact.
Foster a culture of ownership, urgency, and high standards where problems are driven to resolution quickly and thoughtfully.
Mentor team members on technical skills including log analysis, database querying, systems architecture, and integration troubleshooting.
Foster a collaborative environment where knowledge-sharing and experimentation are encouraged.
Help define the career path and responsibilities of Support Engineers at Ashby.
Recruit and grow talent with strong technical foundations in reading and understanding code, collaborating on bug reproduction, and working effectively with Engineering teams.
Build scalable, repeatable processes for diagnosing and resolving complex issues related to integrations, APIs, analytics, and product performance.
Set standards for how the team escalates to Engineering, triages bugs, identifies patterns, and partners on long-term solutions.
Create internal tools and workflows that help the team operate with efficiency and consistency.
Balance operational needs with hands-on technical work, staying close by jumping into issues, exploring logs, or conducting hands-on testing when needed to support the team.
Continuously evaluate where time is being spent and ruthlessly prioritize work that drives the most impact for customers and the business.
Ship improvements quickly. Iterate. Raise the bar again.
Collaborate closely with Engineering to shape how technical escalations are managed and how customer insights are tracked and actioned.
Work with Product to provide feedback loops from Support to improve usability and prevent repeat issues.
Serve as an advocate for customers in technical conversations and help Engineering teams understand the support impact of product decisions.
Push for clarity and resolution. When tradeoffs exist, help the team move forward decisively.
Partner with our Support Leadership Team to identify and address gaps in our current tooling, workflows, and diagnostics capabilities.
Use data from escalations and customer feedback to recommend changes that improve team effectiveness and customer outcomes.
Partner with Support leadership to evolve how we measure success in high-complexity support scenarios.
Help scale Support Engineering as a function by documenting approaches, onboarding new team members, and contributing to internal tooling.
Default to action. Build the first version. Improve it in motion.
Proven experience managing or mentoring a Technical Support Team in a B2B SaaS environment.
Demonstrated ability to make high-quality decisions quickly and operate effectively without perfect information.
Background in Software Engineering, Technical Support Engineering, DevOps, or similar highly technical customer-facing roles.
Experience guiding cross-functional collaboration between Support and Engineering.
Familiarity with ATS/HRIS platforms or other enterprise systems is a plus.
Ability to zoom out and identify scalable processes for handling complex technical work.
Strong judgment in prioritizing bugs, customer needs, and internal enablement work.
Comfort operating in ambiguity and creating structure where none exists.
Clear bias toward simplification over over-optimization.
Passionate about improving the customer experience through well-designed, technically sound solutions.
Comfortable representing customer needs in Engineering discussions and advocating for supportability.
Able to hold a high bar for quality while still moving quickly and iterating.
Understands that speed and quality are not opposites and knows how to balance both.
You have strong instincts for what matters most and arenât afraid to make decisive calls.
You believe velocity compounds and you want to build a team that moves fast and drives value for customers
You thrive in cross-functional environments and love working alongside Engineering teams.
You enjoy solving complex technical problems while enabling others to do the same.
Youâre excited by the challenge of making Support scalable, efficient, and high-leverage.
You prefer support models that avoid technical complexity or customer escalations.
Youâre uncomfortable operating in fast-evolving systems with undefined processes.
Youâre not interested in directly collaborating with Engineering.
You prefer to lead from a high level without digging into the technical details.
You need perfect certainty before acting or prefer prolonged analysis over decisive execution.
Our interview process 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 min
Hiring Manager Interview - 45-60 min
Take Home Assessment
VP of Customer Success Interview - 30 min
Founder Interview - 30 min
Peer Interview (Support Leaders) - 60 min
If you're excited about leading a highly technical team, eliminating friction, and shaping the future of Support Engineering at Ashby, weâd love to hear from you!
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.
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.
","descriptionPlain":"Hi! I'm Allie, Head of Support at Ashby. đ I have had the privilege of working with an incredible Support Team full of highly knowledgeable, driven team members who care deeply about the success of our customers. One of our key priorities is to scale our Support Teamâs ability to resolve deeply technical issues and support complex customers and workflows. Thatâs why weâre searching for a Support Engineering Manager to grow and shape the future of Support Engineering at Ashby.\n\nThis role is not a traditional Support Manager position. Weâre looking for someone who has technical depth, is confident diving into complex systems, and can mentor others on complex problem solving.\n\nIn this role, youâll manage a team of highly skilled Support Engineers, work closely with Engineering to refine escalation and triage practices, and help define how Support Engineering operates at Ashby. Weâre looking for a builder with strong instincts who sees inefficiency quickly, takes action, and drives high-leverage improvements without over-engineering solutions.\n\nThis is a unique opportunity to oversee our Support Engineering function, collaborate deeply with our Engineering and Product teams, and create scalable processes and systems for technical triage, debugging, and problem-solving. You should be energized by moving fast, experimenting, and making pragmatic decisions, even when you donât have perfect data. If you love designing systems, building technical teams, and thinking holistically about how support can be a force multiplier across the business, you are in the right place!\n\n\nABOUT THIS ROLE\n\nAs the Support Engineering Manager, you will oversee a technically proficient team responsible for resolving complex product issues, supporting integrations and data workflows, and influencing product decisions through customer insights. This team serves as a key escalation layer for high-priority technical challenges while creating proactive solutions to elevate the broader Support organization.\n\nYouâll play a hands-on role in developing the teamâs capabilities, guiding cross-functional processes, and building the systems that will allow Support Engineering to scale effectively as our business grows. Since this is a new function, youâll have the opportunity to define best practices, establish technical workflows, and build a strong partnership between Support and Engineering from day one.\n\nWe need someone who naturally gravitates toward the highest-leverage work by identifying waste, eliminating friction, and raising the technical bar of the team quickly. You should be comfortable being wrong occasionally if it means weâre right most of the time and moving at high velocity.\n\n\n\n\n\nROLE RESPONSIBILITIES:\n\n\nTEAM LEADERSHIP & DEVELOPMENT\n\n - Lead and develop a team of Support Engineers focused on technical depth, problem-solving, and customer impact.\n\n - Foster a culture of ownership, urgency, and high standards where problems are driven to resolution quickly and thoughtfully.\n\n - Mentor team members on technical skills including log analysis, database querying, systems architecture, and integration troubleshooting.\n\n - Foster a collaborative environment where knowledge-sharing and experimentation are encouraged.\n\n - Help define the career path and responsibilities of Support Engineers at Ashby.\n\n - Recruit and grow talent with strong technical foundations in reading and understanding code, collaborating on bug reproduction, and working effectively with Engineering teams.\n\n\nTECHNICAL EXPERTISE & SUPPORT ENGINEERING PRACTICES\n\n - Build scalable, repeatable processes for diagnosing and resolving complex issues related to integrations, APIs, analytics, and product performance.\n\n - Set standards for how the team escalates to Engineering, triages bugs, identifies patterns, and partners on long-term solutions.\n\n - Create internal tools and workflows that help the team operate with efficiency and consistency.\n\n - Balance operational needs with hands-on technical work, staying close by jumping into issues, exploring logs, or conducting hands-on testing when needed to support the team.\n\n - Continuously evaluate where time is being spent and ruthlessly prioritize work that drives the most impact for customers and the business.\n\n - Ship improvements quickly. Iterate. Raise the bar again.\n\n\nCROSS-FUNCTIONAL COLLABORATION WITH ENGINEERING & PRODUCT\n\n - Collaborate closely with Engineering to shape how technical escalations are managed and how customer insights are tracked and actioned.\n\n - Work with Product to provide feedback loops from Support to improve usability and prevent repeat issues.\n\n - Serve as an advocate for customers in technical conversations and help Engineering teams understand the support impact of product decisions.\n\n - Push for clarity and resolution. When tradeoffs exist, help the team move forward decisively.\n\n\nPROCESS DESIGN & TECHNICAL ENABLEMENT\n\n - Partner with our Support Leadership Team to identify and address gaps in our current tooling, workflows, and diagnostics capabilities.\n\n - Use data from escalations and customer feedback to recommend changes that improve team effectiveness and customer outcomes.\n\n - Partner with Support leadership to evolve how we measure success in high-complexity support scenarios.\n\n - Help scale Support Engineering as a function by documenting approaches, onboarding new team members, and contributing to internal tooling.\n\n - Default to action. Build the first version. Improve it in motion.\n\n\nROLE REQUIREMENTS\n\n\nSUPPORT & TECHNICAL LEADERSHIP\n\n - Proven experience managing or mentoring a Technical Support Team in a B2B SaaS environment.\n\n - Demonstrated ability to make high-quality decisions quickly and operate effectively without perfect information.\n\n - Background in Software Engineering, Technical Support Engineering, DevOps, or similar highly technical customer-facing roles.\n\n - Experience guiding cross-functional collaboration between Support and Engineering.\n\n - Familiarity with ATS/HRIS platforms or other enterprise systems is a plus.\n\n\nSYSTEMS THINKING & PROCESS DESIGN\n\n - Ability to zoom out and identify scalable processes for handling complex technical work.\n\n - Strong judgment in prioritizing bugs, customer needs, and internal enablement work.\n\n - Comfort operating in ambiguity and creating structure where none exists.\n\n - Clear bias toward simplification over over-optimization.\n\n\nCUSTOMER-CENTRIC, ENGINEERING-AWARE\n\n - Passionate about improving the customer experience through well-designed, technically sound solutions.\n\n - Comfortable representing customer needs in Engineering discussions and advocating for supportability.\n\n - Able to hold a high bar for quality while still moving quickly and iterating.\n\n - Understands that speed and quality are not opposites and knows how to balance both.\n\n\nYOU SHOULD APPLY IF:\n\n - You have strong instincts for what matters most and arenât afraid to make decisive calls.\n\n - You believe velocity compounds and you want to build a team that moves fast and drives value for customers\n\n - You thrive in cross-functional environments and love working alongside Engineering teams.\n\n - You enjoy solving complex technical problems while enabling others to do the same.\n\n - Youâre excited by the challenge of making Support scalable, efficient, and high-leverage.\n\n\nYOU MAY NOT WANT TO APPLY IF:\n\n - You prefer support models that avoid technical complexity or customer escalations.\n\n - Youâre uncomfortable operating in fast-evolving systems with undefined processes.\n\n - Youâre not interested in directly collaborating with Engineering.\n\n - You prefer to lead from a high level without digging into the technical details.\n\n - You need perfect certainty before acting or prefer prolonged analysis over decisive execution.\n\n\nOUR INTERVIEW 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 min\n\n - Hiring Manager Interview - 45-60 min\n\n - Take Home Assessment\n\n - VP of Customer Success Interview - 30 min\n\n - Founder Interview - 30 min\n\n - Peer Interview (Support Leaders) - 60 min\n\nIf you're excited about leading a highly technical team, eliminating friction, and shaping the future of Support Engineering at Ashby, weâd love to hear from you!\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\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\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."},{"id":"5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258","title":"Engineering Manager, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}}],"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 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 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
Youâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.
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:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png\")
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).
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.
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with me and Ben (30m, live)
A technical screen where we pair in our actual codebase (1h, live)
An interview to explore your past experience as a leader (1h, live)
Interview with Ben, Director of Engineering AMER (45m, live)
Interview with Colin, Head of Engineering EMEA (30m, live)
Final round where you meet Engineers, other Engineering Managers, and Benji, our CEO (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.
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.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If 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.
","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\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\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\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\nYouâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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 me and Ben (30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. An interview to explore your past experience as a leader (1h, live)\n\n 4. Interview with Ben, Director of Engineering AMER (45m, live)\n\n 5. Interview with Colin, Head of Engineering EMEA (30m, live)\n\n 6. Final round where you meet Engineers, other Engineering Managers, and Benji, our CEO (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\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\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.\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 - 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."},{"id":"695b1ce6-c375-4fad-94ef-61b50a3fbd28","title":"Engineering Manager, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"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":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}},{"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"}}}],"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 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 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
Youâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.
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).
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.
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with me and Ben (30m, live)
A technical screen where we pair in our actual codebase (1h, live)
An interview to explore your past experience as a leader (1h, live)
Interview with Ben, Director of Engineering AMER (45m, live)
Interview with Colin, Head of Engineering EMEA (30m, live)
Final round where you meet Engineers, other Engineering Managers, and Benji, our CEO (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.
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.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If 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.
","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\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\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\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\nYouâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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 me and Ben (30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. An interview to explore your past experience as a leader (1h, live)\n\n 4. Interview with Ben, Director of Engineering AMER (45m, live)\n\n 5. Interview with Colin, Head of Engineering EMEA (30m, live)\n\n 6. Final round where you meet Engineers, other Engineering Managers, and Benji, our CEO (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\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\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.\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 - 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."},{"id":"cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a","title":"Design Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"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":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}}],"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. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.
While every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.
Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.
Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
These projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.
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 .
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!
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.\n\nWhile every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.\n\n - Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThese projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.\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\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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"97c6542c-7ff9-43e5-ac54-b77b45fc7378","title":"Design Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}}],"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. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.
While every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.
Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.
Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
These projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.
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 .
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!
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.\n\nWhile every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.\n\n - Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThese projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.\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\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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"0f5dbf59-687b-4d88-88a7-73ee0a66b48d","title":"Staff Platform Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"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":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"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":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}}],"publishedAt":"2025-11-13T23:12:31.897+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 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 .
Weâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.
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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.
Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
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.
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.
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!
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 (Abhik wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~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).
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.
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.
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.
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.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, 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\nWeâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.\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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.\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 SRE, 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\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\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\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\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\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 (Abhik 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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 - 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."},{"id":"f19ebe65-f31e-4547-864e-0ae523c05afc","title":"Staff Platform Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}}],"publishedAt":"2025-11-13T23:13:32.573+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f19ebe65-f31e-4547-864e-0ae523c05afc","applyUrl":"https://jobs.ashbyhq.com/ashby/f19ebe65-f31e-4547-864e-0ae523c05afc/application","descriptionHtml":"Weâre looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, 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 .
Weâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.
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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.
Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
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.
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.
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!
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 (Abhik wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~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).
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.
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.
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.
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.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, 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\nWeâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.\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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.\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 SRE, 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\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\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\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\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\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 (Abhik 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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 - 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."},{"id":"6a15668c-3f98-4404-8f1f-927cddfc5af7","title":"Staff Product Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"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"}}}],"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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/74e5e1b3-d18d-4d26-aadd-d6e6a9673362/image1.png\")
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).
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-e732bee4a303/2d4fc45b-b314-434e-8b05-4f6da56d61a4/image2.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.
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 (Sergey). 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.
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.
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/07dc4646-40a6-4146-9c42-80776ab55532/image1.png\")
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.
","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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We 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 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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/74e5e1b3-d18d-4d26-aadd-d6e6a9673362/image1.png]\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/2d4fc45b-b314-434e-8b05-4f6da56d61a4/image2.png]\n\nAnd a demo of one of these building blocks:\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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 - 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\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/07dc4646-40a6-4146-9c42-80776ab55532/image1.png]\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."},{"id":"272bc3f4-5af6-4c14-b797-a424b62d306c","title":"Senior Product Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}}],"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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/538a136c-d357-44bf-8e3f-74f1d90c7ede/image1.png\")
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).
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/dcd29195-879e-4423-ab15-ab62f386f288/image2.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.
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 (Sergey). 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.
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.
","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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We 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 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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/538a136c-d357-44bf-8e3f-74f1d90c7ede/image1.png]\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/dcd29195-879e-4423-ab15-ab62f386f288/image2.png]\n \n\nAnd a demo of one of these building blocks:\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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 - 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."},{"id":"751768c6-8d97-4e91-a57d-6b85ce4b5a37","title":"Senior Product Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"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":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}}],"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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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).
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.
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 (Sergey). 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.
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.
","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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner).\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\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\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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"ac5a2281-806d-4aed-b742-69527b3e4575","title":"Sales Leader, Enterprise - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"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":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}}],"publishedAt":"2026-04-06T16:00:54.869+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/ac5a2281-806d-4aed-b742-69527b3e4575","applyUrl":"https://jobs.ashbyhq.com/ashby/ac5a2281-806d-4aed-b742-69527b3e4575/application","descriptionHtml":"Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and hiring managers unlock hiring excellence. 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 OpenAI, Ramp, Deliveroo, Notion, and Reddit. Our platform has expanded into multiple products that support both land-and-expand growth and significant new business wins, and weâre rapidly moving upmarket with strong momentum. Along the way, weâve embedded AI throughout the platform and built a reputation for our pace of innovation and advanced analytics. If youâre excited to work on meaningful problems in a fast-growing environment, weâd love to hear from you.
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, and we are on track to do the same.
We are seeking an experienced Enterprise Sales Leader in North America to lead the segment and scale our Enterprise AE team - West (Mountain, Pacific, Central). There are three primary responsibilities that this sales leader will take on:
Own the revenue outcomes for the segment, with clear accountability for delivering results. Partner with the senior AEs in a team selling motion to maximize our win rates on the company's largest opportunities. Manage deal risks and help navigate the complexities of large-scale competitive replacement deals.
Build a high calibre team in lock step with market demand. In general we believe that smaller, high caliber teams can achieve remarkable results. Your Enterprise team will be an adept group of solution selling experts.
Establish a reputation for excellence by fostering alignment across Product, Marketing, Solutions Engineering & Professional Services creating a flywheel for future enterprise customer acquisition.
In this role, youâll report to our Head of AMER Sales (Leigh Brown) and have significant impact in defining our go-to-market strategy and sales methodology. If we are even moderately successful relative to our ambition, we'll have an incredible growth story to tell in just a few years!
đŒ Youâve led and scaled a team of SaaS Enterprise Account Executives delivering $5M/yr+ at a company that has scaled beyond $100M ARR
đ° You have helped win $1M+ SaaS deals with publicly traded companies, and can help your team see around corners on complex deals
đ„ You have a proven track record of hiring and onboarding Ent AEs who can create their own pipeline and close both more tactical ($100k) and strategic ($500k+) deals
đ You have a strong mental model for enterprise sales execution. At the same time, you're a lifelong learner and are open to new ideas and experimentation.
đ€ You build trusted relationships with customers and confidently facilitate peer-to-peer conversations between senior leaders to deepen partnerships and elevate strategic engagements.
đ€ You become a product and industry expert. You connect the dots quickly. Customers and your team trust you to provide practical advice and relevant stories.
âïž You have successfully sold a complex multi-product platform and have won competitive rip-and-replace sales motions.
You have sold to Talent and/or People leaders and are familiar with their pains and priorities
You're a dashboard-and-forecast manager who doesn't like to get into the deals and daily operations
You're not keen on learning our substantial product. \"That's for SEs\" isn't how we approach things here.
Here are a few key points that should give you an idea of what it is like to work with us:
We have clear expectations about what it means to be a leader at Ashby
We're highly collaborative and we believe in a team-based sales motion to maximize our win rates on high impact deals
We believe in developing subject matter expertise (not just on our product but also the TA space broadly) which allows us to provide a differentiated buyer experience
We continue to make material investments in engineering and product because we know at the end of the day, having the best product makes winning new customers easier
We value a strong sense of ownership, principled thinking over decades of experience, and thoughtful & clear communication both internally and with customers.
Our interview process is designed so you can showcase your achievements and points of learning and apply those to a practical exercise. We'll provide you with sample customer calls and pipeline data so you can develop a well informed perspective on our product and the Enterprise segment. Youâll have opportunities to ask questions of our team throughout.
The interview process for this role is four rounds in the following order:
Intro Call (30 min) - You'll meet with Recruiting to discuss your fit for the role and address questions about our market and solution.
Experience Deep Dive (1 hr) - You'll walk Leigh through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the leader you are today.
Panel Presentation (1 hr) - We'll provide you with pipeline data and seek your perspective on the segment. You'll discuss your approach to hiring, coaching and sales execution.
Final Round (2.5 hrs) - You'll have a set of four interviews with cross-functional leaders
A product that our prospects & customers are truly excited about
Competitive salary, commission 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.
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.
","descriptionPlain":"ABOUT ASHBY\n\nWeâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and hiring managers unlock hiring excellence. 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 OpenAI, Ramp, Deliveroo, Notion, and Reddit. Our platform has expanded into multiple products that support both land-and-expand growth and significant new business wins, and weâre rapidly moving upmarket with strong momentum. Along the way, weâve embedded AI throughout the platform and built a reputation for our pace of innovation and advanced analytics. If youâre excited to work on meaningful problems in a fast-growing environment, weâd love to hear from you.\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, and we are on track to do the same.\n\nWe are seeking an experienced Enterprise Sales Leader in North America to lead the segment and scale our Enterprise AE team - West (Mountain, Pacific, Central). There are three primary responsibilities that this sales leader will take on:\n\n 1. Own the revenue outcomes for the segment, with clear accountability for delivering results. Partner with the senior AEs in a team selling motion to maximize our win rates on the company's largest opportunities. Manage deal risks and help navigate the complexities of large-scale competitive replacement deals.\n\n 2. Build a high calibre team in lock step with market demand. In general we believe that smaller, high caliber teams can achieve remarkable results. Your Enterprise team will be an adept group of solution selling experts.\n\n 3. Establish a reputation for excellence by fostering alignment across Product, Marketing, Solutions Engineering & Professional Services creating a flywheel for future enterprise customer acquisition.\n\nIn this role, youâll report to our Head of AMER Sales (Leigh Brown https://www.linkedin.com/in/leighfitzgerald/) and have significant impact in defining our go-to-market strategy and sales methodology. If we are even moderately successful relative to our ambition, we'll have an incredible growth story to tell in just a few years!\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŒ Youâve led and scaled a team of SaaS Enterprise Account Executives delivering $5M/yr+ at a company that has scaled beyond $100M ARR\n\n - đ° You have helped win $1M+ SaaS deals with publicly traded companies, and can help your team see around corners on complex deals\n\n - đ„ You have a proven track record of hiring and onboarding Ent AEs who can create their own pipeline and close both more tactical ($100k) and strategic ($500k+) deals\n\n - đ You have a strong mental model for enterprise sales execution. At the same time, you're a lifelong learner and are open to new ideas and experimentation.\n\n - đ€ You build trusted relationships with customers and confidently facilitate peer-to-peer conversations between senior leaders to deepen partnerships and elevate strategic engagements.\n\n - đ€ You become a product and industry expert. You connect the dots quickly. Customers and your team trust you to provide practical advice and relevant stories.\n\n - âïž You have successfully sold a complex multi-product platform and have won competitive rip-and-replace sales motions.\n\n\nBONUS\n\n - You have sold to Talent and/or People leaders and are familiar with their pains and priorities\n\n\nYOU SHOULDN'T APPLY IF:\n\n - You're a dashboard-and-forecast manager who doesn't like to get into the deals and daily operations\n\n - You're not keen on learning our substantial product. \"That's for SEs\" isn't how we approach things here.\n\n\nOUR PHILOSOPHY\n\nHere are a few key points that should give you an idea of what it is like to work with us:\n\n - We have clear expectations about what it means to be a leader at Ashby https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles?utm_source=linkedin&utm_medium=social&utm_campaign=Talent+Trends&utm_term=jim\n\n - We're highly collaborative and we believe in a team-based sales motion to maximize our win rates on high impact deals\n\n - We believe in developing subject matter expertise (not just on our product but also the TA space broadly) which allows us to provide a differentiated buyer experience\n\n - We continue to make material investments in engineering and product because we know at the end of the day, having the best product makes winning new customers easier\n\nWe value a strong sense of ownership, principled thinking over decades of experience, and thoughtful & clear communication both internally and with customers.\n\n\nINTERVIEW PROCESS\n\nOur interview process is designed so you can showcase your achievements and points of learning and apply those to a practical exercise. We'll provide you with sample customer calls and pipeline data so you can develop a well informed perspective on our product and the Enterprise segment. Youâll have opportunities to ask questions of our team throughout.\n\nThe interview process for this role is four rounds in the following order:\n\n 1. Intro Call (30 min) - You'll meet with Recruiting to discuss your fit for the role and address questions about our market and solution.\n\n 2. Experience Deep Dive (1 hr) - You'll walk Leigh through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the leader you are today.\n\n 3. Panel Presentation (1 hr) - We'll provide you with pipeline data and seek your perspective on the segment. You'll discuss your approach to hiring, coaching and sales execution.\n\n 4. Final Round (2.5 hrs) - You'll have a set of four interviews with cross-functional leaders\n\n\nBENEFITS\n\n - A product that our prospects & customers are truly excited about https://www.ashbyhq.com/customers\n\n - Competitive salary, commission 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.\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."},{"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 Laura, 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 have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.
You have offered B2B support to customers, ranging from small business through enterprise organizations.
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.
You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!
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 already work with amazing companies weâre 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
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 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
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Final Round Interview - 90 Minutes
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.
","descriptionPlain":"Hello! Iâm Laura, 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\nYOU SHOULD APPLY IF:\n\n - You have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.\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 have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.\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 prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.\n\n - You have offered B2B support to customers, ranging from small business through enterprise organizations.\n\n\nYOU SHOULD NOT APPLY IF:\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 - You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!\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/\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 already work with amazing companies weâre 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\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\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 - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\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\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."},{"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.
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 have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.
You have offered B2B support to customers, ranging from small business through enterprise organizations.
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.
You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!
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 already work with amazing companies weâre 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
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 - 45-60 Minutes
Final Round Interview - 90 Minutes
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.
","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\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\nYOU SHOULD APPLY IF:\n\n - You have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.\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 have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.\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 prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.\n\n - You have offered B2B support to customers, ranging from small business through enterprise organizations.\n\n\nYOU SHOULD NOT APPLY IF:\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 - You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!\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/\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 already work with amazing companies weâre 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\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\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 - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\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\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."},{"id":"3b9b0141-86e7-46b2-b6b4-ed039b84cdc4","title":"Senior Software Engineer, Product Engineering, 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":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}}],"publishedAt":"2026-04-30T19:45:44.774+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Portugal"}},"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 an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.
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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
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.
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.
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.\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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner).\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\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\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 - 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 - 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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"c3c7125d-7883-4dff-a2bf-f5a55de4a364","title":"Staff Software Engineer, Product Engineering, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Portugal","secondaryLocations":[{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}}],"publishedAt":"2026-04-30T19:45:51.749+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Portugal"}},"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 an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.
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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
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.
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.
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.\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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner).\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\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\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 - 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 - 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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"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":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}}],"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 an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.
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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
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.
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.
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.\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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner).\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\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\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 - 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 - 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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"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 an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.
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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
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.
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.
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik, Ashby's Co-Founder and VP of Engineering. Weâre looking for an ambitious full-stack engineer who is laser-focused on solving customer problems and making the right long-term investments to solve them not only today but in our future features and products.\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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner).\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\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\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 - 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 - 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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"fa001346-ea81-41b2-bfbe-2271d3faac1a","title":"Staff Platform Engineer, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}}},{"location":"Norway","address":{"postalAddress":{"addressRegion":"","addressCountry":"Norway","addressLocality":""}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}}],"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 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 .
Weâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.
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 infrastructure-as-code. 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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.
Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
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.
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.
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!
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 (Abhik wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~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).
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.
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.
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.
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.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, 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\nWeâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.\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 infrastructure-as-code. 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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.\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 SRE, 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\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\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\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\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\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 (Abhik 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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 - 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."},{"id":"87b96eef-edc1-4de4-adb6-d460126d02f8","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":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}}],"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. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.
While every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.
Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.
Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
These projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.
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 .
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!
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.\n\nWhile every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.\n\n - Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThese projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.\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\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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"306a353b-aab5-49d6-a711-a77aa0f5a660","title":"Design Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}}],"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. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.
While every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.
Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.
Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
These projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.
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 .
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!
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).
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.
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 (Sergey). 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.
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.
","descriptionPlain":"Hi đđŸ Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. As someone who could design and build software, this position is close to my heart. I always felt I had a unique perspective because I could play with design ideas and iterate in code. My ideas could start in Figma but then be grounded (or sometimes more creative) in code. My prototypes used actual logic and data. My changes cascaded throughout the app for comprehensive critique (thanks, React component system!). But, every company made me pick one âI couldnât design and build. At Ashby, you can.\n\nWhile every engineer can design and build, youâll tackle our most challenging design problems and help others improve their designs by expanding and enhancing our in-house design system and consulting on bespoke work. To ground it with examples, engineers who can design 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 it to make the wireframes a reality.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build custom autocompletes. These autocompletes can contain filters, options to create new records, etc.\n\n - Helped another engineer improve their design's information hierarchy and scannability for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThese projects reflect what weâre accomplishing at Ashby: improving the productivity of working professionals (starting with talent teams) with intelligent and powerful software. We put a lot of effort into designing products that are approachable to beginners but mastered & extended by power users. In many ways, spreadsheets set the bar here.\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\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\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\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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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\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 - 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."},{"id":"448baa35-cd72-468a-bcab-51dd55b7a275","title":"Staff Product Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","secondaryLocations":[{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}}],"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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. 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 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!
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:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/21ae7cad-9d20-4e5e-96d4-0b62c3f3dd1c/image1.png\")
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).
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/daf6e3e9-55ac-4e11-a64d-2f5c662c8b28/image2.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.
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 (Sergey). 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.
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.
","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: tens of thousands of daily 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 this year). Weâre bubbling with ideas on how to support Talent Acquisition through software, and weâve started the journey of building products beyond Talent Acquisition. We 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 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\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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/21ae7cad-9d20-4e5e-96d4-0b62c3f3dd1c/image1.png]\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/daf6e3e9-55ac-4e11-a64d-2f5c662c8b28/image2.png]\n\nAnd a demo of one of these building blocks:\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\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 (Sergey https://www.linkedin.com/in/sergeygalich/). 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 - 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."},{"id":"ae720f13-ad8b-4fdd-a8c3-5625bdc83a33","title":"Staff Platform Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Belfast","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Belfast"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}}],"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 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 .
Weâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.
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 infrastructure-as-code. 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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.
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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.
Your primary mode of communicating best practices to engineers is live meetings. Weâre a very async culture and written communication (and code) is how changes get made. As an Ashby SRE, you will need to share new tooling and best practices with engineers faster than your next meeting opportunity will take you.
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.
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.
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!
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 (Abhik wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~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).
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.
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.
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.
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.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform engineer (who codes!) to carry the ball as we bring Ashby to the big leagues. Ashby builds software that lets talent teams build an efficient, delightful, respectful hiring process. Similarly, 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\nWeâve listed this role twice: as a Platform Engineer and Site Reliability Engineer â our team does both, and we are open to candidates who lean towards one or the other.\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 infrastructure-as-code. 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 in an SRE in todayâs world, you have to be extremely comfortable evaluating risk, those you take and those others take.\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 SREs are some of our best software engineers and they are just as responsible for the application as the other engineering teams - albeit at a platform level. Reviewing code and submitting code changes will be part of your day to day.\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 SRE, 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\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\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\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\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\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 (Abhik 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[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\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\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).\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\nAnd a demo of one of these building blocks:\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\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\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\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 - 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."},{"id":"51061458-3a38-4bea-84f4-7ea0ac3e417f","title":"Product Support Specialist - EMEA","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Madrid","address":{"postalAddress":{"addressRegion":"Madrid","addressCountry":"Spain","addressLocality":"Madrid"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}}],"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! Iâm Laura, Support Manager at Ashby. I'm 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 have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.
You have offered B2B support to customers, ranging from small business through enterprise organizations.
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.
You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!
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 work 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
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 - 45-60 Minutes
Final Round Interview - 90 Minutes
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.
","descriptionPlain":"Hello! Iâm Laura, Support Manager at Ashby. I'm 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.\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\nYOU SHOULD APPLY IF:\n\n - You have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.\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 have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.\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 prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.\n\n - You have offered B2B support to customers, ranging from small business through enterprise organizations.\n\n\nYOU SHOULD NOT APPLY IF:\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 - You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!\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/ https://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 work 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\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\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 - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\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\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."},{"id":"aeab359a-8cb5-4bcc-8cc0-1b521f99ea12","title":"Startup Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2025-12-09T23:05:26.540+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/aeab359a-8cb5-4bcc-8cc0-1b521f99ea12","applyUrl":"https://jobs.ashbyhq.com/ashby/aeab359a-8cb5-4bcc-8cc0-1b521f99ea12/application","descriptionHtml":"Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence
Raised our Series D earlier this year, and weâre growing ARR >100% YoY
Have over 3,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Snowflake
Built multiple products to win both land-and-expand and material new business deals
Rapidly moving up-market with no signs of slowing down
Implemented AI throughout the platform
Known for our pace of innovation and advanced analytics
We're hiring an Account Executive in North America (West) to continue to scale Ashby's fast growing Startup segment! In this role, you'll help play a key role on a small team, helping us win new business with growth companies of up to 100 employees. We receive a steady stream of inbound leads in this segment, which means our Startup AEs need to be highly organized and capable of managing a high volume of opportunities. You'll also do outbound pipeline development to some of the fastest growing and exciting venture-backed startups in the market to accelerate our growth.
To ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.
đŁ You practice clear, concise communication. You write short, effective emails. You are skilled at executing outbound strategies that target high growth startup accounts and want the opportunity to lead the team in pipeline creation.Â
đ Youâre highly organized and diligent with your time. You know where to focus your efforts to produce the best results.
đ€ You love becoming an expert. You enjoy learning about new fields of interest, and can distill information down to its essence to share with others.
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.
âĄïž You move fast. You leverage tools/technology to maximize your selling time. You are comfortable managing a pipeline of 15+ opportunities concurrently.
đ§ You are an excellent listener. You consistently seek to understand both the technical pain and the business impact, hearing the nuance and detail in what others have to say.
đ§âđŒ You are a collaborative team player, dedicated to supporting your colleagues and contributing to the team's overall success. You thrive in a cooperative environment where growth and team success are valued.
đ€ You have 2+ years of full-cycle SaaS sales experience
đą You source sales meetings from outbound prospecting activities
đ You have consistently achieved stretch targets by being both creative and organized
You were previously a recruiter or RecOps professional and have used Ashby or other tools like Greenhouse or Lever
You have previously sold to TA professionals
Or, you were a top performing inbound and outbound BDR before becoming an AE
You are uncomfortable running your own product demonstrations
You only want to work on a small number of big deals
You would rather not have your day to day to consist of 4+ meetings per day
Here are a few key points that should give you an idea of what it is like to work with us:
We invest in building best-in-class products with strong product development velocity since we believe a highly differentiated product is easier to sell.
We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams of talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate 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:
Recruiter Screen -30 min
Sales Writing Take Home
Hiring Manager Interview - 60 min
Sales Demo and Revenue Operations Conversation - 1.15 hr
Sell a product that our customers are truly excited about.
Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.
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.
","descriptionPlain":"ABOUT ASHBY\n\n - Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence\n\n - Raised our Series D earlier this year, and weâre growing ARR >100% YoY\n\n - Have over 3,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Snowflake\n\n - Built multiple products to win both land-and-expand and material new business deals\n\n - Rapidly moving up-market with no signs of slowing down\n\n - Implemented AI https://www.ashbyhq.com/blog/recruiting/ai-assisted-application-review-in-practice throughout the platform\n\n - Known for our pace of innovation and advanced analytics\n\n\nABOUT THIS ROLE\n\nWe're hiring an Account Executive in North America (West) to continue to scale Ashby's fast growing Startup segment! In this role, you'll help play a key role on a small team, helping us win new business with growth companies of up to 100 employees. We receive a steady stream of inbound leads in this segment, which means our Startup AEs need to be highly organized and capable of managing a high volume of opportunities. You'll also do outbound pipeline development to some of the fastest growing and exciting venture-backed startups in the market to accelerate our growth.\n\nTo ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.\n\n\nYOU COULD BE A GREAT FIT IF\n\n - đŁ You practice clear, concise communication. You write short, effective emails. You are skilled at executing outbound strategies that target high growth startup accounts and want the opportunity to lead the team in pipeline creation. \n\n - đ Youâre highly organized and diligent with your time. You know where to focus your efforts to produce the best results.\n\n - đ€ You love becoming an expert. You enjoy learning about new fields of interest, and can distill information down to its essence to share with others.\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 - âĄïž You move fast. You leverage tools/technology to maximize your selling time. You are comfortable managing a pipeline of 15+ opportunities concurrently.\n\n - đ§ You are an excellent listener. You consistently seek to understand both the technical pain and the business impact, hearing the nuance and detail in what others have to say.\n\n - đ§âđŒ You are a collaborative team player, dedicated to supporting your colleagues and contributing to the team's overall success. You thrive in a cooperative environment where growth and team success are valued.\n\n\nREQUIREMENTS\n\n - đ€ You have 2+ years of full-cycle SaaS sales experience\n\n - đą You source sales meetings from outbound prospecting activities\n\n - đ You have consistently achieved stretch targets by being both creative and organized\n\n\nBONUS POINTS\n\n - You were previously a recruiter or RecOps professional and have used Ashby or other tools like Greenhouse or Lever\n\n - You have previously sold to TA professionals\n\n - Or, you were a top performing inbound and outbound BDR before becoming an AE\n\n\nREASONS NOT TO APPLY:\n\n - You are uncomfortable running your own product demonstrations\n\n - You only want to work on a small number of big deals\n\n - You would rather not have your day to day to consist of 4+ meetings per day\n\n\nOUR PHILOSOPHY\n\nHere are a few key points that should give you an idea of what it is like to work with us:\n\n - We invest in building best-in-class products with strong product development velocity since we believe a highly differentiated product is easier to sell.\n\n - We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams of talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate 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 - Recruiter Screen -30 min\n\n - Sales Writing Take Home\n\n - Hiring Manager Interview - 60 min\n\n - Sales Demo and Revenue Operations Conversation - 1.15 hr\n\n\nBENEFITS\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.\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 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.\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."},{"id":"0a7a0535-6c37-4905-bc23-d523dceb8797","title":"Startup Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2025-12-10T15:42:34.987+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/0a7a0535-6c37-4905-bc23-d523dceb8797","applyUrl":"https://jobs.ashbyhq.com/ashby/0a7a0535-6c37-4905-bc23-d523dceb8797/application","descriptionHtml":"Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence
Raised our Series D earlier this year, and weâre growing ARR >100% YoY
Have over 3,000 amazing customers, including OpenAI, Ramp, Deliveroo, Notion and Snowflake
Built multiple products to win both land-and-expand and material new business deals
Rapidly moving up-market with no signs of slowing down
Implemented AI throughout the platform
Known for our pace of innovation and advanced analytics
We're hiring an Account Executive in North America (East) to continue to scale Ashby's fast growing Startup segment! In this role, you'll help play a key role on a small team, helping us win new business with growth companies of up to 100 employees. We receive a steady stream of inbound leads in this segment, which means our Startup AEs need to be highly organized and capable of managing a high volume of opportunities. You'll also do outbound pipeline development to some of the fastest growing and exciting venture-backed startups in the market to accelerate our growth.
To ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.
đŁ You practice clear, concise communication. You write short, effective emails. You are skilled at executing outbound strategies that target high growth startup accounts and want the opportunity to lead the team in pipeline creation.Â
đ Youâre highly organized and diligent with your time. You know where to focus your efforts to produce the best results.
đ€ You love becoming an expert. You enjoy learning about new fields of interest, and can distill information down to its essence to share with others.
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.
âĄïž You move fast. You leverage tools/technology to maximize your selling time. You are comfortable managing a pipeline of 15+ opportunities concurrently.
đ§ You are an excellent listener. You consistently seek to understand both the technical pain and the business impact, hearing the nuance and detail in what others have to say.
đ§âđŒ You are a collaborative team player, dedicated to supporting your colleagues and contributing to the team's overall success. You thrive in a cooperative environment where growth and team success are valued.
đ€ You have 2+ years of full-cycle SaaS sales experience
đą You source sales meetings from outbound prospecting activities
đ You have consistently achieved stretch targets by being both creative and organized
You were previously a recruiter or RecOps professional and have used Ashby or other tools like Greenhouse or Lever
You have previously sold to TA professionals
Or, you were a top performing inbound and outbound BDR before becoming an AE
You are uncomfortable running your own product demonstrations
You only want to work on a small number of big deals
You would rather not have your day to day to consist of 4+ meetings per day
Here are a few key points that should give you an idea of what it is like to work with us:
We invest in building best-in-class products with strong product development velocity since we believe a highly differentiated product is easier to sell.
We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams of talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate 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:
Recruiter Screen -30 min
Sales Writing Take Home
Hiring Manager Interview - 60 min
Sales Demo and Revenue Operations Conversation - 1.15 hr
Sell a product that our customers are truly excited about.
Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.
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.
","descriptionPlain":"ABOUT ASHBY\n\n - Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers unlock hiring excellence\n\n - Raised our Series D earlier this year, and weâre growing ARR >100% YoY\n\n - Have over 3,000 amazing customers, including OpenAI, Ramp, Deliveroo, Notion and Snowflake\n\n - Built multiple products to win both land-and-expand and material new business deals\n\n - Rapidly moving up-market with no signs of slowing down\n\n - Implemented AI https://www.ashbyhq.com/blog/recruiting/ai-assisted-application-review-in-practice throughout the platform\n\n - Known for our pace of innovation and advanced analytics\n\n\nABOUT THIS ROLE\n\nWe're hiring an Account Executive in North America (East) to continue to scale Ashby's fast growing Startup segment! In this role, you'll help play a key role on a small team, helping us win new business with growth companies of up to 100 employees. We receive a steady stream of inbound leads in this segment, which means our Startup AEs need to be highly organized and capable of managing a high volume of opportunities. You'll also do outbound pipeline development to some of the fastest growing and exciting venture-backed startups in the market to accelerate our growth.\n\nTo ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.\n\n\nYOU COULD BE A GREAT FIT IF\n\n - đŁ You practice clear, concise communication. You write short, effective emails. You are skilled at executing outbound strategies that target high growth startup accounts and want the opportunity to lead the team in pipeline creation. \n\n - đ Youâre highly organized and diligent with your time. You know where to focus your efforts to produce the best results.\n\n - đ€ You love becoming an expert. You enjoy learning about new fields of interest, and can distill information down to its essence to share with others.\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 - âĄïž You move fast. You leverage tools/technology to maximize your selling time. You are comfortable managing a pipeline of 15+ opportunities concurrently.\n\n - đ§ You are an excellent listener. You consistently seek to understand both the technical pain and the business impact, hearing the nuance and detail in what others have to say.\n\n - đ§âđŒ You are a collaborative team player, dedicated to supporting your colleagues and contributing to the team's overall success. You thrive in a cooperative environment where growth and team success are valued.\n\n\nREQUIREMENTS\n\n - đ€ You have 2+ years of full-cycle SaaS sales experience\n\n - đą You source sales meetings from outbound prospecting activities\n\n - đ You have consistently achieved stretch targets by being both creative and organized\n\n\nBONUS POINTS\n\n - You were previously a recruiter or RecOps professional and have used Ashby or other tools like Greenhouse or Lever\n\n - You have previously sold to TA professionals\n\n - Or, you were a top performing inbound and outbound BDR before becoming an AE\n\n\nREASONS NOT TO APPLY:\n\n - You are uncomfortable running your own product demonstrations\n\n - You only want to work on a small number of big deals\n\n - You would rather not have your day to day to consist of 4+ meetings per day\n\n\nOUR PHILOSOPHY\n\nHere are a few key points that should give you an idea of what it is like to work with us:\n\n - We invest in building best-in-class products with strong product development velocity since we believe a highly differentiated product is easier to sell.\n\n - We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams of talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate 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 - Recruiter Screen -30 min\n\n - Sales Writing Take Home\n\n - Hiring Manager Interview - 60 min\n\n - Sales Demo and Revenue Operations Conversation - 1.15 hr\n\n\nBENEFITS\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.\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 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.\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."},{"id":"2373fcd5-144b-4d66-a98b-dd0efb4eb9d1","title":"Staff Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"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":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"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.
","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\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\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\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\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\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\nWHY YOU SHOULD OR SHOULDNâT APPLY\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\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\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."},{"id":"d46e79d4-43fd-477f-aa06-25b604715223","title":"Strategy & Operations, Customer Success","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-01-20T23:01:04.790+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/d46e79d4-43fd-477f-aa06-25b604715223","applyUrl":"https://jobs.ashbyhq.com/ashby/d46e79d4-43fd-477f-aa06-25b604715223/application","descriptionHtml":"Role Overview
In this CSSO role, you will drive the strategy, processes, and data-driven insights that empower our Customer Success Team to deliver exceptional outcomes for our customers. Reporting to the Head of Revenue Operations, and partnering closely with Customer Success leadership, you will define strategies and execute improvements that optimize customer health, retention, and revenue growth.
Our Customer Success team is consistently praised by our customers for their deep expertise, responsiveness, and dedicationâa testament to how much we Care Deeply About Customers, one of our core Operating Principles. As we continue to scale, itâs critical that we preserve and enhance this high standard of customer care while ensuring our processes, tools, and insights evolve to support sustainable growth.
You will play a crucial role in our operations, including process improvements, planning, and reporting. This is both a strategic and tactical role in which youâll design frameworks and programs, uncover actionable insights, and create data-informed recommendations across our Customer Success functions.
Operationalize CS Strategy: Develop and refine processes, tools, and workflows to scale Customer Success operations. This includes customer segmentation, onboarding workflows, lifecycle mapping, and playbook development.
Analyze Business Dynamics: Partner with internal stakeholders on reporting & analysis of metrics such as NRR, GRR, churn, product adoption, health score, and customer sentiment. Use these insights to provide early warnings and refine CS strategies.
Optimizate the Customer Journey: Enhance the end-to-end customer journey, ensuring smooth transitions across all post-sales touch points from onboarding through support and renewal.
Support Strategic Planning: Collaborate with Finance and CS leadership on planning cycles, including headcount planning, capacity modeling, and quota setting. Provide relevant historical data for informed decision making.
Drive Process Improvements: Identify inefficiencies and implement improvements to CS workflows, customer onboarding, account transitions, and renewal processes. Implement & deploy KPIs to measure performance against strategic initiatives.
Optimize CS Systems: Define the business requirements to improve Customer Success efficiency, efficacy, and scalability. Partner with RevOps teammates to implement changes to tools (CRM, health scoring platforms, etc)
Collaborate Cross-functionally: Ensure alignment with Sales, Product, and other teams to align resources with customer needs and forecasted growth.
Support Change Management: Lead the roll-out and adoption of new processes or workflows to the CS team. Partner with Enablement on larger scale change programs.
Are a self-starter, innately curious in your approach
Bring both SaaS & financial literacy, offering an informed perspective on CS benchmarks (e.g.ideal book sizes)
Have a strategic mindset, with the ability to distill data into actionable recommendations
Are detail-oriented and committed to data accuracy and process quality
Have experience in fast-growth SaaS environments, ideally in a Customer Success or Revenue Operations role
Are skilled in CRM reporting, with preference for HubSpot experience
Work autonomously, managing multiple tasks and deadlines effectively
Are an excellent communicator, both verbally and in writing
Youâre unwilling to manage both high-level strategy and hands-on execution
Youâre uncomfortable with ambiguity and prefer structured, predefined assignments
You prefer focused work on a single project at a time
You prefer working within a single team rather than across multiple teams
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 / Career Deep Dive - 60 minutes
Challenge Interview - 45 Minutes
Final Round / Virtual Onsite - 2 hours
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
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.
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.
","descriptionPlain":"Role Overview\n\nIn this CSSO role, you will drive the strategy, processes, and data-driven insights that empower our Customer Success Team to deliver exceptional outcomes for our customers. Reporting to the Head of Revenue Operations, and partnering closely with Customer Success leadership, you will define strategies and execute improvements that optimize customer health, retention, and revenue growth.\n\nOur Customer Success team is consistently praised by our customers for their deep expertise, responsiveness, and dedicationâa testament to how much we Care Deeply About Customers, one of our core Operating Principles. As we continue to scale, itâs critical that we preserve and enhance this high standard of customer care while ensuring our processes, tools, and insights evolve to support sustainable growth.\n\nYou will play a crucial role in our operations, including process improvements, planning, and reporting. This is both a strategic and tactical role in which youâll design frameworks and programs, uncover actionable insights, and create data-informed recommendations across our Customer Success functions.\n\n\nWHAT YOU'LL DO AT ASHBY:\n\n - Operationalize CS Strategy: Develop and refine processes, tools, and workflows to scale Customer Success operations. This includes customer segmentation, onboarding workflows, lifecycle mapping, and playbook development.\n\n - Analyze Business Dynamics: Partner with internal stakeholders on reporting & analysis of metrics such as NRR, GRR, churn, product adoption, health score, and customer sentiment. Use these insights to provide early warnings and refine CS strategies.\n\n - Optimizate the Customer Journey: Enhance the end-to-end customer journey, ensuring smooth transitions across all post-sales touch points from onboarding through support and renewal.\n\n - Support Strategic Planning: Collaborate with Finance and CS leadership on planning cycles, including headcount planning, capacity modeling, and quota setting. Provide relevant historical data for informed decision making.\n\n - Drive Process Improvements: Identify inefficiencies and implement improvements to CS workflows, customer onboarding, account transitions, and renewal processes. Implement & deploy KPIs to measure performance against strategic initiatives.\n\n - Optimize CS Systems: Define the business requirements to improve Customer Success efficiency, efficacy, and scalability. Partner with RevOps teammates to implement changes to tools (CRM, health scoring platforms, etc)\n\n - Collaborate Cross-functionally: Ensure alignment with Sales, Product, and other teams to align resources with customer needs and forecasted growth.\n\n - Support Change Management: Lead the roll-out and adoption of new processes or workflows to the CS team. Partner with Enablement on larger scale change programs.\n\n\nYOU COULD BE A GREAT FIT IF YOU:\n\n - Are a self-starter, innately curious in your approach\n\n - Bring both SaaS & financial literacy, offering an informed perspective on CS benchmarks (e.g.ideal book sizes)\n\n - Have a strategic mindset, with the ability to distill data into actionable recommendations\n\n - Are detail-oriented and committed to data accuracy and process quality\n\n - Have experience in fast-growth SaaS environments, ideally in a Customer Success or Revenue Operations role\n\n - Are skilled in CRM reporting, with preference for HubSpot experience\n\n - Work autonomously, managing multiple tasks and deadlines effectively\n\n - Are an excellent communicator, both verbally and in writing\n\n\nTHIS ROLE MAY NOT BE A FIT IF:\n\n - Youâre unwilling to manage both high-level strategy and hands-on execution\n\n - Youâre uncomfortable with ambiguity and prefer structured, predefined assignments\n\n - You prefer focused work on a single project at a time\n\n - You prefer working within a single team rather than across multiple teams\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 1. Recruiter Screen with Talent Acquisition Team - 30 minutes\n\n 2. Hiring Manager Interview / Career Deep Dive - 60 minutes\n\n 3. Challenge Interview - 45 Minutes\n\n 4. Final Round / Virtual Onsite - 2 hours\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\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\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."},{"id":"033ce772-ed08-4a59-bb52-4ff0eaac9bcd","title":"Product Support Specialist - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Singapore","secondaryLocations":[{"location":"Philippines","address":{"postalAddress":{"addressRegion":"","addressCountry":"Philippines","addressLocality":""}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","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 Laura, 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 have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.
You have offered B2B support to customers, ranging from small business through enterprise organizations.
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.
You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!
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 already work with amazing companies weâre 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
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 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
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Final Round Interview - 90 Minutes
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.
","descriptionPlain":"đ Hello! Iâm Laura, 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 \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\nYOU SHOULD APPLY IF:\n\n - You have experience with and are excited to learn the ins and outs of a complex and rapidly evolving product.\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 have strong problem-solving skills. Youâre skilled at both defining the scope of a problem and creating a comprehensive solution.\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 prioritize ownership in finding solutions for customers. When given a problem, you proactively make decisions rooted in principled thinking to solve it.\n\n - You have offered B2B support to customers, ranging from small business through enterprise organizations.\n\n\nYOU SHOULD NOT APPLY IF:\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 - You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!\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/\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 already work with amazing companies weâre 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\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\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 - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\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\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."},{"id":"b4ca892a-8a7d-4703-9522-9727d55c8ff5","title":"Manager, GTM Systems & Tools","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-02-02T17:52:21.476+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/b4ca892a-8a7d-4703-9522-9727d55c8ff5","applyUrl":"https://jobs.ashbyhq.com/ashby/b4ca892a-8a7d-4703-9522-9727d55c8ff5/application","descriptionHtml":"Ashby is looking for a manager to lead our GTM Systems & Tools team, part of our Revenue Operations department. To scale past $100M ARR and beyond, our internal infrastructure must be as elegant and high-performing as the product we sell.
You will be the architect and steward of our entire revenue tech stack, ensuring that Marketing, Sales, and Customer Success have the data, automation, and tooling they need to operate efficiently and effectively. You will manage a small, high-impact team of systems administrators, architects and GTM developers, balancing hands-on execution with long-term strategic planning.
Our current techstack includes but is not limited to, HubSpot for CRM and email sequencing, Gong for call recording and coaching, Linkedin Sales Nav for recruitment, Accord for mutual action plans, Slab as an internal company wiki, Chilipiper for lead routing, LeadIQ for contact data, Keyplay for account data, Snowflake as our data warehouse, and Omni as our data visualization tool. It is not required that you are familiar with any or all of these specific tools, it is more important that you are familiar generally with the tech stack of a GTM team a fast growing SaaS company.
Systems Strategy & Roadmap: Own the long-term vision for Ashbyâs GTM tech stack. Youâll evaluate, procure, and implement tools that solve for todayâs bottlenecks while preparing us for the next years of growth.
Systems Architecture & Management: Own and manage the core revenue technology stack, including the CRM, marketing automation platforms, and analytics tools, ensuring they integrate seamlessly.
Data Governance and Architecture: Ensuring data quality and consistency across systems. Design and maintain a seamless flow of data across our ecosystem (HubSpot CRM, Sales Engagement, CS Platforms). You donât just \"add fields\"âyou build scalable systems and data architecture.
Team Leadership: Lead and mentor a lean team of systems experts. Youâll set the bar for documentation, testing protocols (UAT), and deployment cycles. You create a high performance culture in order to hire and retain top talent.
Cross-Functional Partnership: Act as the primary bridge between RevOps and Finance, Data/Analytics, and Engineering to ensure our revenue systems align with company-wide data integrity and financial reporting.
Optimization: Proactively identify \"technical debt\" within our revenue stack. You will streamline workflows to reduce friction for our account executives, growth marketers, and CSMs.
Process Optimization: Designing and streamlining operational workflows, such as lead routing, customer onboarding, and renewals, using automation to reduce manual effort.
The Systems Thinker: You don't just see a single tool; you see an ecosystem. You understand how a change in a Marketing automation trigger ripples down to a Customer Success renewal health score.
The Scaling Veteran: You have experience at a fast-growing SaaS company (ideally in the $100Mâ$300M ARR range). You know what good looks like at scale and have seen the pitfalls one can encounter during rapid growth.
The Tools Geek: You love to geek out on the latest technology and stay up to date on the capabilities of tools in your companyâs stack.
The Empathetic Leader: You enjoy coaching technical talent and can translate complex technical requirements into business outcomes for stakeholders.
The Builder: You aren't afraid to get your hands dirty. While you are a manager, you still enjoy the \"craft\" of building systems.
You donât like getting your hands dirty. At Ashby we believe managers should be âin the weedsâ. You should be equally comfortable architecting and admining a system.
You havenât operated at meaningful scale. We are looking for someone who can help us scale to 100M+ in ARR. Ideally your previous roles have shown you what good looks at the scale of company we aspire to become.
You arenât exceptional at leading large scale cross-functional projects. This role must collaborate with most teams and people at Ashby. Your tools are the backbone of the GTM teamâs success. In order to build and maintain tools that meet the needs of the GTM org you will need to manage large cross functional projects with organization and agility.
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 - 60 minutes
Challenge Interview - 45 minutes
Virtual Onsite - 75 min
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.
","descriptionPlain":"THE ROLE\n\nAshby is looking for a manager to lead our GTM Systems & Tools team, part of our Revenue Operations department. To scale past $100M ARR and beyond, our internal infrastructure must be as elegant and high-performing as the product we sell.\n\nYou will be the architect and steward of our entire revenue tech stack, ensuring that Marketing, Sales, and Customer Success have the data, automation, and tooling they need to operate efficiently and effectively. You will manage a small, high-impact team of systems administrators, architects and GTM developers, balancing hands-on execution with long-term strategic planning.\n\n\nTECH STACK\n\nOur current techstack includes but is not limited to, HubSpot for CRM and email sequencing, Gong for call recording and coaching, Linkedin Sales Nav for recruitment, Accord for mutual action plans, Slab as an internal company wiki, Chilipiper for lead routing, LeadIQ for contact data, Keyplay for account data, Snowflake as our data warehouse, and Omni as our data visualization tool. It is not required that you are familiar with any or all of these specific tools, it is more important that you are familiar generally with the tech stack of a GTM team a fast growing SaaS company.\n\n\nWHAT YOU'LL DO\n\n - Systems Strategy & Roadmap: Own the long-term vision for Ashbyâs GTM tech stack. Youâll evaluate, procure, and implement tools that solve for todayâs bottlenecks while preparing us for the next years of growth.\n\n - Systems Architecture & Management: Own and manage the core revenue technology stack, including the CRM, marketing automation platforms, and analytics tools, ensuring they integrate seamlessly.\n\n - Data Governance and Architecture: Ensuring data quality and consistency across systems. Design and maintain a seamless flow of data across our ecosystem (HubSpot CRM, Sales Engagement, CS Platforms). You donât just \"add fields\"âyou build scalable systems and data architecture.\n\n - Team Leadership: Lead and mentor a lean team of systems experts. Youâll set the bar for documentation, testing protocols (UAT), and deployment cycles. You create a high performance culture in order to hire and retain top talent.\n\n - Cross-Functional Partnership: Act as the primary bridge between RevOps and Finance, Data/Analytics, and Engineering to ensure our revenue systems align with company-wide data integrity and financial reporting.\n\n - Optimization: Proactively identify \"technical debt\" within our revenue stack. You will streamline workflows to reduce friction for our account executives, growth marketers, and CSMs.\n\n - Process Optimization: Designing and streamlining operational workflows, such as lead routing, customer onboarding, and renewals, using automation to reduce manual effort.\n\n\nWHO YOU ARE\n\n - The Systems Thinker: You don't just see a single tool; you see an ecosystem. You understand how a change in a Marketing automation trigger ripples down to a Customer Success renewal health score.\n\n - The Scaling Veteran: You have experience at a fast-growing SaaS company (ideally in the $100Mâ$300M ARR range). You know what good looks like at scale and have seen the pitfalls one can encounter during rapid growth.\n\n - The Tools Geek: You love to geek out on the latest technology and stay up to date on the capabilities of tools in your companyâs stack.\n\n - The Empathetic Leader: You enjoy coaching technical talent and can translate complex technical requirements into business outcomes for stakeholders.\n\n - The Builder: You aren't afraid to get your hands dirty. While you are a manager, you still enjoy the \"craft\" of building systems.\n\n\nTHIS ROLE MAY NOT BE A FIT IF:\n\n - You donât like getting your hands dirty. At Ashby we believe managers should be âin the weedsâ. You should be equally comfortable architecting and admining a system.\n\n - You havenât operated at meaningful scale. We are looking for someone who can help us scale to 100M+ in ARR. Ideally your previous roles have shown you what good looks at the scale of company we aspire to become.\n\n - You arenât exceptional at leading large scale cross-functional projects. This role must collaborate with most teams and people at Ashby. Your tools are the backbone of the GTM teamâs success. In order to build and maintain tools that meet the needs of the GTM org you will need to manage large cross functional projects with organization and agility.\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 - 60 minutes\n\n - Challenge Interview - 45 minutes\n\n - Virtual Onsite - 75 min\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. 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."},{"id":"3d0ffda4-696a-4c4e-bee5-d7f4f441c3c3","title":"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":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}}],"publishedAt":"2026-02-26T17:32:09.572+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.
","descriptionPlain":"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\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."},{"id":"fe44e5a8-1b61-4330-a02d-7f7b66f5ade2","title":"Strategic Implementation Specialist - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2025-11-06T17:50:18.162+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. 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 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.
","descriptionPlain":"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\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 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."},{"id":"44303790-5438-4123-b617-216b4270fcd8","title":"High Touch Implementation Specialist - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2025-10-29T18:50:11.503+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/44303790-5438-4123-b617-216b4270fcd8","applyUrl":"https://jobs.ashbyhq.com/ashby/44303790-5438-4123-b617-216b4270fcd8/application","descriptionHtml":"Hi, Iâm Daryl and Iâm the Manager of High Touch 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 High Touch Implementation Specialist! As a founding member of the High Touch 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 up-level the overall customer experience.
As an Implementation Specialist aligned to our High Touch 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.
","descriptionPlain":"HIGH TOUCH IMPLEMENTATION SPECIALIST\n\nHi, Iâm Daryl and Iâm the Manager of High Touch 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 High Touch Implementation Specialist! As a founding member of the High Touch 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 up-level the overall customer experience.\n\n\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our High Touch 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\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\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 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\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\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\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\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."},{"id":"e1d3d4ee-8d23-4433-be21-385df9d263c4","title":"High Touch Implementation Specialist - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Hamburg","address":{"postalAddress":{"addressRegion":"Hamburg","addressCountry":"Germany","addressLocality":"Hamburg"}}},{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}}],"publishedAt":"2026-03-16T22:48:16.825+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/e1d3d4ee-8d23-4433-be21-385df9d263c4","applyUrl":"https://jobs.ashbyhq.com/ashby/e1d3d4ee-8d23-4433-be21-385df9d263c4/application","descriptionHtml":"Hi, Iâm Daryl and Iâm the Manager of High Touch 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 High Touch Implementation Specialist!
As a founding member of the High Touch Implementation team and part of our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the unique opportunity to help shape this new implementation offering, ultimately upleveling the overall customer experience.
As an Implementation Specialist aligned to our High Touch 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 12-15 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.
Role requirements:
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 from 20-25 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 the 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.
","descriptionPlain":"HIGH TOUCH IMPLEMENTATION SPECIALIST\n\nHi, Iâm Daryl and Iâm the Manager of High Touch 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 High Touch Implementation Specialist!\n\nAs a founding member of the High Touch Implementation team and part of our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the unique opportunity to help shape this new implementation offering, ultimately upleveling the overall customer experience.\n\n\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our High Touch 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 12-15 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\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\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 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 from 20-25 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\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\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\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 the 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\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."},{"id":"2d03f0fe-2f3c-4c8e-9b89-7c6a35f9e7a4","title":"Product Support Engineer - EMEA","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[],"publishedAt":"2026-04-16T19:45:41.828+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","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":"Hello! Iâm Allie, Head of Support here at Ashby. I'm excited to share that we're hiring a Support Engineer in Europe! đÂ
About this Role
As a Support Engineer, you will be at the center of providing an excellent experience to customers by diagnosing and resolving technical issues ensuring a high level of customer satisfaction through effective communication and problem-solving. You will assist with investigating and resolving technical issues that come to Support while identifying patterns in customer inquiries to drive product improvement, as well as opportunities to enable our Support team on technical concepts. Your knowledge of integrations and platforms will be key to your success, as you'll leverage this expertise to address customer inquiries related to system integrations, data flow, and product functionality. Youâll be a key contributor to our documentation and enablement strategy while collaborating with Engineering and Support to address complex issues.
Role Responsibilities:
Technical Troubleshooting: Develop a deep technical understanding of Ashby capabilities and systems to support diagnosis of technical issues and to drive timely and effective resolutions for customers. Provide comprehensive support regarding the investigation of integration issues, API inquiries, and bug reports.
Expertise in Integrations: Leverage in-depth understanding of integration frameworks and related technologies to troubleshoot and resolve complex integration issues. Proactively identify patterns in customer challenges to recommend product enhancements and streamline integration processes.
Customer Experience: Provide exceptional customer service, ensuring clients feel supported and valued.
Collaboration with Engineering: Work closely with the Ashby Engineering team to escalate issues, share insights, and contribute to the continuous improvement of our products.
Documentation: Create and maintain detailed documentation of support processes, common issues, and solutions to enhance the knowledge base.
Continuous Improvement: Gather, analyze, and relay customer feedback to the engineering team to inform product development and enhancements.
Support Enablement: Share expanding knowledge with the rest of the Support Team to assist with creating holistic understanding of the platform.
Role Requirements:
Technical Expertise: Strong understanding of software applications, Internet protocols, troubleshooting, and automation via scripting.
Communication Skills: Excellent verbal and written communication skills, with the ability to explain technical concepts to non-technical users. Detail-oriented when documenting reproduction steps and consolidating relevant information to report technical issues internally.
Customer-Focused: A passion for delivering outstanding customer service and a commitment to ensuring a positive customer experience.
Team Collaboration: Ability to work effectively within a team and independently, with a proactive approach to solving problems.
Adaptability: Comfortable working in a dynamic environment with the ability to adapt to product updates and processes improvements quickly.
You Should Apply If:
You have a strong technical background, particularly in API integrations, and enjoy solving complex problems by analyzing logs and code.
You are passionate about helping customers and providing a top-notch support experience.
You have excellent communication skills and can convey technical information clearly to various audiences.
You thrive in a collaborative environment and enjoy working closely with engineering teams.
You are proactive, detail-oriented, and always looking for ways to improve processes.
You Should Not Apply If:
You do not have a strong technical background or experience in technical troubleshooting.
You are not comfortable with asynchronous collaboration or communicating in a thoughtful way with Customers, Support Team Members, or Engineers.
You are not comfortable communicating with customers or explaining technical concepts in simple terms.
You are not adaptable to changing environments and new technologies.
You do not have a passion for customer-facing interactions and providing a great customer experience.
You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!
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
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Virtual Onsite - 120 Minutes
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.Â
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 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.
","descriptionPlain":"Hello! Iâm Allie, Head of Support here at Ashby. I'm excited to share that we're hiring a Support Engineer in Europe! đ \n\nAbout this Role\n\nAs a Support Engineer, you will be at the center of providing an excellent experience to customers by diagnosing and resolving technical issues ensuring a high level of customer satisfaction through effective communication and problem-solving. You will assist with investigating and resolving technical issues that come to Support while identifying patterns in customer inquiries to drive product improvement, as well as opportunities to enable our Support team on technical concepts. Your knowledge of integrations and platforms will be key to your success, as you'll leverage this expertise to address customer inquiries related to system integrations, data flow, and product functionality. Youâll be a key contributor to our documentation and enablement strategy while collaborating with Engineering and Support to address complex issues.\n\nRole Responsibilities:\n\n - Technical Troubleshooting: Develop a deep technical understanding of Ashby capabilities and systems to support diagnosis of technical issues and to drive timely and effective resolutions for customers. Provide comprehensive support regarding the investigation of integration issues, API inquiries, and bug reports.\n\n - Expertise in Integrations: Leverage in-depth understanding of integration frameworks and related technologies to troubleshoot and resolve complex integration issues. Proactively identify patterns in customer challenges to recommend product enhancements and streamline integration processes.\n\n - Customer Experience: Provide exceptional customer service, ensuring clients feel supported and valued.\n\n - Collaboration with Engineering: Work closely with the Ashby Engineering team to escalate issues, share insights, and contribute to the continuous improvement of our products.\n\n - Documentation: Create and maintain detailed documentation of support processes, common issues, and solutions to enhance the knowledge base.\n\n - Continuous Improvement: Gather, analyze, and relay customer feedback to the engineering team to inform product development and enhancements.\n\n - Support Enablement: Share expanding knowledge with the rest of the Support Team to assist with creating holistic understanding of the platform.\n\nRole Requirements:\n\n - Technical Expertise: Strong understanding of software applications, Internet protocols, troubleshooting, and automation via scripting.\n\n - Communication Skills: Excellent verbal and written communication skills, with the ability to explain technical concepts to non-technical users. Detail-oriented when documenting reproduction steps and consolidating relevant information to report technical issues internally.\n\n - Customer-Focused: A passion for delivering outstanding customer service and a commitment to ensuring a positive customer experience.\n\n - Team Collaboration: Ability to work effectively within a team and independently, with a proactive approach to solving problems.\n\n - Adaptability: Comfortable working in a dynamic environment with the ability to adapt to product updates and processes improvements quickly.\n\nYou Should Apply If:\n\n - You have a strong technical background, particularly in API integrations, and enjoy solving complex problems by analyzing logs and code.\n\n - You are passionate about helping customers and providing a top-notch support experience.\n\n - You have excellent communication skills and can convey technical information clearly to various audiences.\n\n - You thrive in a collaborative environment and enjoy working closely with engineering teams.\n\n - You are proactive, detail-oriented, and always looking for ways to improve processes.\n\nYou Should Not Apply If:\n\n - You do not have a strong technical background or experience in technical troubleshooting.\n\n - You are not comfortable with asynchronous collaboration or communicating in a thoughtful way with Customers, Support Team Members, or Engineers.\n\n - You are not comfortable communicating with customers or explaining technical concepts in simple terms.\n\n - You are not adaptable to changing environments and new technologies.\n\n - You do not have a passion for customer-facing interactions and providing a great customer experience.\n\n - You value in-office culture for motivation; this role is remote (given our office is in San Francisco) so we're seeking self-starters!\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\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 - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Virtual Onsite - 120 Minutes\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. \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 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."},{"id":"36df1986-8af2-4cc4-a96a-4f307d493ac0","title":"Enterprise Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}}],"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":"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!).
We have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue and headcount is growing 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ
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
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 sell.
We aim to provide both product & industry 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.
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)
Sell a product that our customers are truly excited about.
Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.
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.
","descriptionPlain":"ABOUT 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\nWe have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue and headcount is growing 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ\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\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\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\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\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 sell.\n\n - We aim to provide both product & industry 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.\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\nBENEFITS\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.\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."},{"id":"9fba6b38-f324-49b1-ae3d-40894ad12bb1","title":"Enterprise Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"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":"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!).
We have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue and headcount is growing 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ
You will help us win Enterprise (1,000+ employees) accounts 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 you can tap into
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 sell.
We aim to provide both product & industry 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.
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)
Sell a product that our customers are truly excited about.
Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.
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'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.
","descriptionPlain":"ABOUT 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\nWe have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue and headcount is growing 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ\n\n\nABOUT THIS ROLE\n\nYou will help us win Enterprise (1,000+ employees) accounts 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\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\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\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 you can tap into\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 sell.\n\n - We aim to provide both product & industry 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.\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\nBENEFITS\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Fairly set, achievable quotas. Typically, greater than 65% of AEs are at or above quota.\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.\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."},{"id":"be52a88a-02c5-445f-a7c6-60c96b80f19c","title":"High Touch 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":"2026-03-16T18:52:27.856+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 High Touch 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 High Touch Implementation Specialist, specifically in the PST or MST timezone!
As a founding member of the High Touch 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 High Touch 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.
","descriptionPlain":"HIGH TOUCH IMPLEMENTATION SPECIALIST\n\nHi, Iâm Daryl and Iâm the Manager of High Touch 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 High Touch Implementation Specialist, specifically in the PST or MST timezone!\n\nAs a founding member of the High Touch 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\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our High Touch 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\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\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 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\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\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\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\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."},{"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.
","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\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\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\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\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."},{"id":"71441219-9af7-40c9-8914-94d7db58b4ff","title":"Lead, Content Library - Americas","department":"Marketing","team":"Marketing","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-03-27T16:36:11.940+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/71441219-9af7-40c9-8914-94d7db58b4ff","applyUrl":"https://jobs.ashbyhq.com/ashby/71441219-9af7-40c9-8914-94d7db58b4ff/application","descriptionHtml":"Hi, Iâm Anum, Head of Content & Community Content at Ashby. Over the last few years, Iâve built a content team that doesnât operate like a traditional content function. We donât exist to fulfill requests or chase volume â we own distinct, high-impact pillars like our Talent Trends Reports, Offer Accepted podcast, and Ashby One conference content. Each of these has a clear point of view, a strong operator behind it, and a growing presence in the market.
Today, every piece of content is created with care, but what happens after publishing is inconsistent. Our best work doesnât always get resurfaced at the right moments. Our website structure isnât evolving as intentionally as it should. Our YouTube and other distribution surfaces are underutilized. And the ongoing work of refreshing, optimizing, and compounding our content library often gets deprioritized in favor of shipping the next thing.
At every company Iâve led teams at, thereâs always pressure to improve distribution and reach without the resources to actually do it well. And when youâre operating at the velocity and quality bar we hold ourselves to, the fatigue that hits the moment something goes live is real. So much creative energy goes into delivering the launch that the final 10% â optimizing the content, enabling it internally, and thoughtfully repurposing it over time â consistently gets deprioritized as you move on to the next piece.
This role exists to change that. Weâre looking for someone to own our content library as a product. Youâll be responsible for how our content is structured, discovered, maintained, and continuously improved over time. Youâll partner closely with our existing Content Leads, but instead of owning a single pillar, youâll ensure that everything we create compounds in value. Think of yourself as a PM or PMM for Content.
This is not a traditional content marketing role. It sits at the intersection of content, systems thinking, SEO/AEO, and product-like ownership of our website and knowledge surfaces. However, knowledge of content marketing excellence is valuable.
Own Ashbyâs content library as a system
Youâll define how our content ecosystem is structured and evolves across our blog, reports, Academy, YouTube, and future surfaces. This includes URL structure, internal linking, content hierarchy, and how different pieces of content connect into a cohesive experience.
Lead our approach to content optimization, AEO, and technical SEO
Youâll partner with product and marketing leadership to ensure our content is positioned for where discovery is going. This includes shaping our AEO strategy, improving technical SEO fundamentals, and ensuring our content is structured to perform across search and AI-driven discovery. To be clear, we do not have a traditional blog marketing engine where weâre writing content âfor SEO,â which means youâre up for the challenge of building for our unique content team (session talks, podcast episodes, data reports) vs proposing we write listicles to meet your goals.
Build and run a continuous content refresh engine
Our best content should get better over time. Youâll own regular audits, identify what needs to be updated or consolidated, and drive execution across the team. This includes evolving existing high-performing assets, retiring outdated work, and maintaining a high-quality, trustworthy library.
Create an evergreen GTM engine for our content
Each Content Lead owns the launch of their work; youâll own what happens after. Youâll build systems to resurface and redistribute content based on relevance, timing, and market moments. This includes identifying opportunities to bring older content back into circulation in meaningful ways.
Own and evolve underutilized distribution surfaces (e.g., YouTube)
We have strong raw material that isnât being fully leveraged. Youâll take ownership of channels like YouTube and define how they should operate from publishing strategy to optimization to how they connect back to our broader content ecosystem.
Partner on Ashby Academy and knowledge-based experiences
Youâll play a key role in ensuring our Academy and future learning surfaces are structured, maintained, and scalable. This includes thinking through how educational content fits into our broader content library and how it evolves over time. Ashby Academy lives as its own website, which means we need a seamless connection and reader journey across the two.
Develop new, scalable content systems (e.g., expert database, programmatic content)
Youâll help us build new types of content that are inherently compounding such as a home for all the experts who contribute content, structured knowledge bases, or other formats that combine community, SEO/AEO, and product thinking.
Youâre energized by messy, high-potential surfaces that need structure, ownership, and a strong project manager
You have strong instincts for AEO and want to solve for the modern LLM-powered searches in a unique way that doesnât force content teams into building rudimentary listicles. Instead, you want to partner on innovative solutions to modern challenges.
You enjoy both diagnosing problems and building the solution from the ground up.
Youâve worked on or deeply understand large content libraries and how they evolve over time.
Youâre as interested in distribution and optimization as you are in creation. Youâve gotten your feet wet in understanding content but now want to specialize into being a product manager of content vs a creator of content.
You can zoom out to define strategy and zoom in to fix details (URL structure, metadata, publishing workflows, etc.)
Youâre comfortable influencing without owning every input, which means partnering with strong ICs who own their pillars across Content, Data, Design, Product, and Marketing leadership.
You want to build interesting solutions for how different formats are shared vs a one-size-fits-all model. Live benchmarks for data appearing differently than how we distribute all the session recordings after a Conference.
You like the idea of owning something horizontal that makes everyone else better.
You want to primarily write or produce net-new content; this role is about systems, optimization, and leverage.
You prefer clearly defined playbooks. Much of this role will be figuring out what âgreatâ looks like from first principles.
Youâre uncomfortable with ambiguity or building from 0 â 1 in a new function.
You think of SEO as a checklist rather than a strategic advantage.
Youâre not interested in the technical side of content (site structure, metadata, performance, etc.)
Youâd rather own a single pillar than influence many.
You get overwhelmed by the tedious details of optimizing (YouTube descriptions, talk transcripts and tagging, etc).
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 project working sessions. Our interview process is:
30-minute intro call (Recruiter Screen)
45-minute interview with Anum Hussain (Hiring Manager)
30-minute interview with Chris Frakes (Content Lead)
A take-home assignment reviewed by the hiring team
Final Round (60-minutes)
30-minute interview with Tony Ramirez (Principal PMM)
30-minute interview with Benji Encz (CEO)
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 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.
","descriptionPlain":"Hi, Iâm Anum https://www.linkedin.com/in/anumhussain/, Head of Content & Community Content at Ashby. Over the last few years, Iâve built a content team that doesnât operate like a traditional content function. We donât exist to fulfill requests or chase volume â we own distinct, high-impact pillars like our Talent Trends Reports, Offer Accepted podcast, and Ashby One conference content. Each of these has a clear point of view, a strong operator behind it, and a growing presence in the market.\n\nToday, every piece of content is created with care, but what happens after publishing is inconsistent. Our best work doesnât always get resurfaced at the right moments. Our website structure isnât evolving as intentionally as it should. Our YouTube and other distribution surfaces are underutilized. And the ongoing work of refreshing, optimizing, and compounding our content library often gets deprioritized in favor of shipping the next thing.\n\nAt every company Iâve led teams at, thereâs always pressure to improve distribution and reach without the resources to actually do it well. And when youâre operating at the velocity and quality bar we hold ourselves to, the fatigue that hits the moment something goes live is real. So much creative energy goes into delivering the launch that the final 10% â optimizing the content, enabling it internally, and thoughtfully repurposing it over time â consistently gets deprioritized as you move on to the next piece.\n\nThis role exists to change that. Weâre looking for someone to own our content library as a product. Youâll be responsible for how our content is structured, discovered, maintained, and continuously improved over time. Youâll partner closely with our existing Content Leads, but instead of owning a single pillar, youâll ensure that everything we create compounds in value. Think of yourself as a PM or PMM for Content.\n\nThis is not a traditional content marketing role. It sits at the intersection of content, systems thinking, SEO/AEO, and product-like ownership of our website and knowledge surfaces. However, knowledge of content marketing excellence is valuable.\n\n\nWHAT YOUâLL BE RESPONSIBLE FOR IN THIS ROLE\n\nOwn Ashbyâs content library as a system\nYouâll define how our content ecosystem is structured and evolves across our blog, reports, Academy, YouTube, and future surfaces. This includes URL structure, internal linking, content hierarchy, and how different pieces of content connect into a cohesive experience.\n\nLead our approach to content optimization, AEO, and technical SEO\nYouâll partner with product and marketing leadership to ensure our content is positioned for where discovery is going. This includes shaping our AEO strategy, improving technical SEO fundamentals, and ensuring our content is structured to perform across search and AI-driven discovery. To be clear, we do not have a traditional blog marketing engine where weâre writing content âfor SEO,â which means youâre up for the challenge of building for our unique content team (session talks, podcast episodes, data reports) vs proposing we write listicles to meet your goals.\n\nBuild and run a continuous content refresh engine\nOur best content should get better over time. Youâll own regular audits, identify what needs to be updated or consolidated, and drive execution across the team. This includes evolving existing high-performing assets, retiring outdated work, and maintaining a high-quality, trustworthy library.\n\nCreate an evergreen GTM engine for our content\nEach Content Lead owns the launch of their work; youâll own what happens after. Youâll build systems to resurface and redistribute content based on relevance, timing, and market moments. This includes identifying opportunities to bring older content back into circulation in meaningful ways.\n\nOwn and evolve underutilized distribution surfaces (e.g., YouTube)\nWe have strong raw material that isnât being fully leveraged. Youâll take ownership of channels like YouTube and define how they should operate from publishing strategy to optimization to how they connect back to our broader content ecosystem.\n\nPartner on Ashby Academy and knowledge-based experiences\nYouâll play a key role in ensuring our Academy and future learning surfaces are structured, maintained, and scalable. This includes thinking through how educational content fits into our broader content library and how it evolves over time. Ashby Academy lives as its own website, which means we need a seamless connection and reader journey across the two.\n\nDevelop new, scalable content systems (e.g., expert database, programmatic content)\nYouâll help us build new types of content that are inherently compounding such as a home for all the experts who contribute content, structured knowledge bases, or other formats that combine community, SEO/AEO, and product thinking.\n\n\nYOU WILL PROBABLY LOVE THIS ROLE IF\n\n - Youâre energized by messy, high-potential surfaces that need structure, ownership, and a strong project manager\n\n - You have strong instincts for AEO and want to solve for the modern LLM-powered searches in a unique way that doesnât force content teams into building rudimentary listicles. Instead, you want to partner on innovative solutions to modern challenges.\n\n - You enjoy both diagnosing problems and building the solution from the ground up.\n\n - Youâve worked on or deeply understand large content libraries and how they evolve over time.\n\n - Youâre as interested in distribution and optimization as you are in creation. Youâve gotten your feet wet in understanding content but now want to specialize into being a product manager of content vs a creator of content.\n\n - You can zoom out to define strategy and zoom in to fix details (URL structure, metadata, publishing workflows, etc.)\n\n - Youâre comfortable influencing without owning every input, which means partnering with strong ICs who own their pillars across Content, Data, Design, Product, and Marketing leadership.\n\n - You want to build interesting solutions for how different formats are shared vs a one-size-fits-all model. Live benchmarks for data appearing differently than how we distribute all the session recordings after a Conference.\n\n - You like the idea of owning something horizontal that makes everyone else better.\n\n\nTHIS ROLE IS NOT FOR YOU IF\n\n - You want to primarily write or produce net-new content; this role is about systems, optimization, and leverage.\n\n - You prefer clearly defined playbooks. Much of this role will be figuring out what âgreatâ looks like from first principles.\n\n - Youâre uncomfortable with ambiguity or building from 0 â 1 in a new function.\n\n - You think of SEO as a checklist rather than a strategic advantage.\n\n - Youâre not interested in the technical side of content (site structure, metadata, performance, etc.)\n\n - Youâd rather own a single pillar than influence many.\n\n - You get overwhelmed by the tedious details of optimizing (YouTube descriptions, talk transcripts and tagging, etc).\n\n\nINTERVIEW PLAN\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 project working sessions. Our interview process is:\n\n - 30-minute intro call (Recruiter Screen)\n\n - 45-minute interview with Anum Hussain (Hiring Manager)\n\n - 30-minute interview with Chris Frakes (Content Lead)\n\n - A take-home assignment reviewed by the hiring team\n\n - Final Round (60-minutes)\n \n - 30-minute interview with Tony Ramirez (Principal PMM)\n \n - 30-minute interview with Benji Encz (CEO)\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 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."},{"id":"c6ccdc7e-a604-412c-b168-9d40a72ece09","title":"Sales Manager, Commercial - Americas","department":"Sales","team":"Sales","employmentType":"FullTime","location":"San Francisco","secondaryLocations":[{"location":"Remote - US","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-03-25T00:27:48.257+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/c6ccdc7e-a604-412c-b168-9d40a72ece09","applyUrl":"https://jobs.ashbyhq.com/ashby/c6ccdc7e-a604-412c-b168-9d40a72ece09/application","descriptionHtml":"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 over 4,000 amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!).
We have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue is growing over 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ
We are seeking an experienced SaaS Sales Manager in North America to lead our Mid-Market Sales Team; which serves the 101-1,000 FTE market. There are three primary responsibilities that this sales leader will take on:
Be accountable for the segment's revenue results. Understand the segment's primary revenue drivers, focus your team's energy on high-impact activities, and partner with Marketing on pipeline-generating initiatives.
Provide consistent coaching to enable all sales reps to achieve their full potential. Identify themes for improvement at the individual and team levels. Help reps grow in their sales career.
Make high-quality hires in lock step with market demand. In general, we believe that smaller, high-caliber teams can achieve remarkable results.
In this role, youâll report to our Head of Sales, Americas (Leigh Brown) and have a significant impact in defining our go-to-market strategy. The best part about Mid-Market is the combination of high-velocity and high-value deals, and we're already very good at winning both. If we are even moderately successful relative to our ambition, we'll have an incredible growth story to tell in just a few years!
đ° Youâve managed a team of Account Executives delivering $7M/yr+ of ARR contribution at a growth-stage SaaS company.
đ„ You have a proven track record of hiring and onboarding new sales reps who quickly become top performers. You challenge and support them to continue to grow their careers.
đ©âđ« Youâre a teacher and a coach who loves helping reps hone their craft. You can quickly identify skill or knowledge gaps and deliver coaching that is empathetic and drives tangible improvement.
đ You have a strong mental model for what sales excellence looks like. At the same time, you're a lifelong learner and open to new ideas and experimentation.
đ€ You are comfortable jumping into deals to establish executive relationships with customers. You do so without âboxing outâ your team.
âïž You have an operational mindset and have identified bottlenecks and implemented solutions to accelerate deal flow. You love working with Revenue Ops to continually refine process and tools.
đ€ You become a product and industry expert. You connect the dots quickly. Customers and your team trust you to provide practical advice and relevant stories.
You were a high performing Enterprise AE, and so have upmarket deal strategy experience
You have sold complex platform applications to Talent and/or People leaders
You're a dashboard-and-forecast manager who doesn't like to get into the deals and daily operations
You're not keen on learning our substantial product. \"That's for SEs\" isn't how we approach things here.
Here are a few key points that should give you an idea of what it is like to work with us:
We're highly collaborative, and we believe in a team-based sales motion to maximize our win rates on high impact deals
We believe in developing subject matter expertise (not just on our product but also the TA space broadly) which allows us to provide a differentiated buyer experience
We continue to make material investments in engineering and product because we know at the end of the day, having the best product makes winning new customers easier
We value a strong sense of ownership, principled thinking over decades of experience, and thoughtful & clear communication both internally and with customers.
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 some Ashby-specific data so you can develop a well informed perspective on our business and solutions engineering involvement. Youâll have opportunities to ask questions of our team throughout.
The interview process for this role is four rounds in the following order:
Intro Call (30 min) - You'll meet with Recruiting to discuss your fit for the role and address questions about our market and solution
Experience Deep Dive (1 hr) - You'll walk Leigh (Head of Sales, AMER) through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the leader you are today
Presentation (1 hr) - Weâll give you some Ashby data, and have you present a perspective on our business and your approach to sales leadership.
Final Round (2 hrs) - You'll have a set of four interviews with cross-functional interviewers
A product that our prospects & customers are truly excited about
Competitive salary, commission 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.
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.
","descriptionPlain":"ABOUT 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 over 4,000 amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!).\n\nWe have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue is growing over 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ\n\n\nABOUT THIS ROLE\n\nWe are seeking an experienced SaaS Sales Manager in North America to lead our Mid-Market Sales Team; which serves the 101-1,000 FTE market. There are three primary responsibilities that this sales leader will take on:\n\n 1. Be accountable for the segment's revenue results. Understand the segment's primary revenue drivers, focus your team's energy on high-impact activities, and partner with Marketing on pipeline-generating initiatives.\n\n 2. Provide consistent coaching to enable all sales reps to achieve their full potential. Identify themes for improvement at the individual and team levels. Help reps grow in their sales career.\n\n 3. Make high-quality hires in lock step with market demand. In general, we believe that smaller, high-caliber teams can achieve remarkable results.\n\nIn this role, youâll report to our Head of Sales, Americas (Leigh Brown https://www.linkedin.com/in/leighfitzgerald/) and have a significant impact in defining our go-to-market strategy. The best part about Mid-Market is the combination of high-velocity and high-value deals, and we're already very good at winning both. If we are even moderately successful relative to our ambition, we'll have an incredible growth story to tell in just a few years!\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đ° Youâve managed a team of Account Executives delivering $7M/yr+ of ARR contribution at a growth-stage SaaS company.\n\n - đ„ You have a proven track record of hiring and onboarding new sales reps who quickly become top performers. You challenge and support them to continue to grow their careers.\n\n - đ©âđ« Youâre a teacher and a coach who loves helping reps hone their craft. You can quickly identify skill or knowledge gaps and deliver coaching that is empathetic and drives tangible improvement.\n\n - đ You have a strong mental model for what sales excellence looks like. At the same time, you're a lifelong learner and open to new ideas and experimentation.\n\n - đ€ You are comfortable jumping into deals to establish executive relationships with customers. You do so without âboxing outâ your team.\n\n - âïž You have an operational mindset and have identified bottlenecks and implemented solutions to accelerate deal flow. You love working with Revenue Ops to continually refine process and tools.\n\n - đ€ You become a product and industry expert. You connect the dots quickly. Customers and your team trust you to provide practical advice and relevant stories.\n\n\nBONUS\n\n - You were a high performing Enterprise AE, and so have upmarket deal strategy experience\n\n - You have sold complex platform applications to Talent and/or People leaders\n\n\nYOU SHOULDN'T APPLY IF:\n\n - You're a dashboard-and-forecast manager who doesn't like to get into the deals and daily operations\n\n - You're not keen on learning our substantial product. \"That's for SEs\" isn't how we approach things here.\n\n\nOUR PHILOSOPHY\n\nHere are a few key points that should give you an idea of what it is like to work with us:\n\n - We're highly collaborative, and we believe in a team-based sales motion to maximize our win rates on high impact deals\n\n - We believe in developing subject matter expertise (not just on our product but also the TA space broadly) which allows us to provide a differentiated buyer experience\n\n - We continue to make material investments in engineering and product because we know at the end of the day, having the best product makes winning new customers easier\n\nWe value a strong sense of ownership, principled thinking over decades of experience, and thoughtful & clear communication both internally and with customers.\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 some Ashby-specific data so you can develop a well informed perspective on our business and solutions engineering involvement. Youâll have opportunities to ask questions of our team throughout.\n\nThe interview process for this role is four rounds in the following order:\n\n 1. Intro Call (30 min) - You'll meet with Recruiting to discuss your fit for the role and address questions about our market and solution\n\n 2. Experience Deep Dive (1 hr) - You'll walk Leigh (Head of Sales, AMER) through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the leader you are today\n\n 3. Presentation (1 hr) - Weâll give you some Ashby data, and have you present a perspective on our business and your approach to sales leadership.\n\n 4. Final Round (2 hrs) - You'll have a set of four interviews with cross-functional interviewers\n\n\nBENEFITS\n\n - A product that our prospects & customers are truly excited about https://www.ashbyhq.com/customers\n\n - Competitive salary, commission 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.\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\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."},{"id":"297407b9-5859-4afb-99ef-d36353c647b0","title":"Sales Manager, Mid-Market - Americas","department":"Sales","team":"Sales","employmentType":"FullTime","location":"San Francisco","secondaryLocations":[{"location":"Remote - US","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-04-06T21:16:15.484+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/297407b9-5859-4afb-99ef-d36353c647b0","applyUrl":"https://jobs.ashbyhq.com/ashby/297407b9-5859-4afb-99ef-d36353c647b0/application","descriptionHtml":"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 over 4,000 amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!).
We have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue is growing over 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ
We are seeking an experienced SaaS Sales Manager in North America to lead our Mid-Market Sales Team; which serves the 101-1,000 FTE market. There are three primary responsibilities that this sales leader will take on:
Be accountable for the segment's revenue results. Understand the segment's primary revenue drivers, focus your team's energy on high-impact activities, and partner with Marketing on pipeline-generating initiatives.
Provide consistent coaching to enable all sales reps to achieve their full potential. Identify themes for improvement at the individual and team levels. Help reps grow in their sales career.
Make high-quality hires in lock step with market demand. In general, we believe that smaller, high-caliber teams can achieve remarkable results.
In this role, youâll report to our Head of Sales, Americas (Leigh Brown) and have a significant impact in defining our go-to-market strategy. The best part about Mid-Market is the combination of high-velocity and high-value deals, and we're already very good at winning both. If we are even moderately successful relative to our ambition, we'll have an incredible growth story to tell in just a few years!
đ° Youâve managed a team of Account Executives delivering $7M/yr+ of ARR contribution at a growth-stage SaaS company.
đ„ You have a proven track record of hiring and onboarding new sales reps who quickly become top performers. You challenge and support them to continue to grow their careers.
đ©âđ« Youâre a teacher and a coach who loves helping reps hone their craft. You can quickly identify skill or knowledge gaps and deliver coaching that is empathetic and drives tangible improvement.
đ You have a strong mental model for what sales excellence looks like. At the same time, you're a lifelong learner and open to new ideas and experimentation.
đ€ You are comfortable jumping into deals to establish executive relationships with customers. You do so without âboxing outâ your team.
âïž You have an operational mindset and have identified bottlenecks and implemented solutions to accelerate deal flow. You love working with Revenue Ops to continually refine process and tools.
đ€ You become a product and industry expert. You connect the dots quickly. Customers and your team trust you to provide practical advice and relevant stories.
You were a high performing Enterprise AE, and so have upmarket deal strategy experience
You have sold complex platform applications to Talent and/or People leaders
You're a dashboard-and-forecast manager who doesn't like to get into the deals and daily operations
You're not keen on learning our substantial product. \"That's for SEs\" isn't how we approach things here.
Here are a few key points that should give you an idea of what it is like to work with us:
We're highly collaborative, and we believe in a team-based sales motion to maximize our win rates on high impact deals
We believe in developing subject matter expertise (not just on our product but also the TA space broadly) which allows us to provide a differentiated buyer experience
We continue to make material investments in engineering and product because we know at the end of the day, having the best product makes winning new customers easier
We value a strong sense of ownership, principled thinking over decades of experience, and thoughtful & clear communication both internally and with customers.
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 some Ashby-specific data so you can develop a well informed perspective on our business and solutions engineering involvement. Youâll have opportunities to ask questions of our team throughout.
The interview process for this role is four rounds in the following order:
Intro Call (30 min) - You'll meet with Recruiting to discuss your fit for the role and address questions about our market and solution
Experience Deep Dive (1 hr) - You'll walk Leigh (Head of Sales, AMER) through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the leader you are today
Presentation (1 hr) - Weâll give you some Ashby data, and have you present a perspective on our business and your approach to sales leadership.
Final Round (2 hrs) - You'll have a set of four interviews with cross-functional interviewers
A product that our prospects & customers are truly excited about
Competitive salary, commission 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.
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.
","descriptionPlain":"ABOUT 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 over 4,000 amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!).\n\nWe have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue is growing over 100% Y/Y and we've only taken the first steps towards a much larger opportunity. In short, it's the perfect time to join! đ\n\n\nABOUT THIS ROLE\n\nWe are seeking an experienced SaaS Sales Manager in North America to lead our Mid-Market Sales Team; which serves the 101-1,000 FTE market. There are three primary responsibilities that this sales leader will take on:\n\n 1. Be accountable for the segment's revenue results. Understand the segment's primary revenue drivers, focus your team's energy on high-impact activities, and partner with Marketing on pipeline-generating initiatives.\n\n 2. Provide consistent coaching to enable all sales reps to achieve their full potential. Identify themes for improvement at the individual and team levels. Help reps grow in their sales career.\n\n 3. Make high-quality hires in lock step with market demand. In general, we believe that smaller, high-caliber teams can achieve remarkable results.\n\nIn this role, youâll report to our Head of Sales, Americas (Leigh Brown https://www.linkedin.com/in/leighfitzgerald/) and have a significant impact in defining our go-to-market strategy. The best part about Mid-Market is the combination of high-velocity and high-value deals, and we're already very good at winning both. If we are even moderately successful relative to our ambition, we'll have an incredible growth story to tell in just a few years!\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đ° Youâve managed a team of Account Executives delivering $7M/yr+ of ARR contribution at a growth-stage SaaS company.\n\n - đ„ You have a proven track record of hiring and onboarding new sales reps who quickly become top performers. You challenge and support them to continue to grow their careers.\n\n - đ©âđ« Youâre a teacher and a coach who loves helping reps hone their craft. You can quickly identify skill or knowledge gaps and deliver coaching that is empathetic and drives tangible improvement.\n\n - đ You have a strong mental model for what sales excellence looks like. At the same time, you're a lifelong learner and open to new ideas and experimentation.\n\n - đ€ You are comfortable jumping into deals to establish executive relationships with customers. You do so without âboxing outâ your team.\n\n - âïž You have an operational mindset and have identified bottlenecks and implemented solutions to accelerate deal flow. You love working with Revenue Ops to continually refine process and tools.\n\n - đ€ You become a product and industry expert. You connect the dots quickly. Customers and your team trust you to provide practical advice and relevant stories.\n\n\nBONUS\n\n - You were a high performing Enterprise AE, and so have upmarket deal strategy experience\n\n - You have sold complex platform applications to Talent and/or People leaders\n\n\nYOU SHOULDN'T APPLY IF:\n\n - You're a dashboard-and-forecast manager who doesn't like to get into the deals and daily operations\n\n - You're not keen on learning our substantial product. \"That's for SEs\" isn't how we approach things here.\n\n\nOUR PHILOSOPHY\n\nHere are a few key points that should give you an idea of what it is like to work with us:\n\n - We're highly collaborative, and we believe in a team-based sales motion to maximize our win rates on high impact deals\n\n - We believe in developing subject matter expertise (not just on our product but also the TA space broadly) which allows us to provide a differentiated buyer experience\n\n - We continue to make material investments in engineering and product because we know at the end of the day, having the best product makes winning new customers easier\n\nWe value a strong sense of ownership, principled thinking over decades of experience, and thoughtful & clear communication both internally and with customers.\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 some Ashby-specific data so you can develop a well informed perspective on our business and solutions engineering involvement. Youâll have opportunities to ask questions of our team throughout.\n\nThe interview process for this role is four rounds in the following order:\n\n 1. Intro Call (30 min) - You'll meet with Recruiting to discuss your fit for the role and address questions about our market and solution\n\n 2. Experience Deep Dive (1 hr) - You'll walk Leigh (Head of Sales, AMER) through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the leader you are today\n\n 3. Presentation (1 hr) - Weâll give you some Ashby data, and have you present a perspective on our business and your approach to sales leadership.\n\n 4. Final Round (2 hrs) - You'll have a set of four interviews with cross-functional interviewers\n\n\nBENEFITS\n\n - A product that our prospects & customers are truly excited about https://www.ashbyhq.com/customers\n\n - Competitive salary, commission 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.\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\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."},{"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":"2026-04-20T20:39:13.038+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":"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 book of business (if so, see our High Touch or Startup roles).You prefer managing a broad, high-volume book of business rather than owning a smaller set of strategic, high-context customer relationships.
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
Presentation - 45 Minutes
Final Panel Interview - 2 hours
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.
","descriptionPlain":"ABOUT THIS ROLE\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 book of business (if so, see our High Touch or Startup roles).You prefer managing a broad, high-volume book of business rather than owning a smaller set of strategic, high-context customer relationships.\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/. 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.\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\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 - Presentation - 45 Minutes\n\n - Final Panel Interview - 2 hours\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."},{"id":"3dfc4bf1-7ccc-4ca6-a07c-91016a5ebc2e","title":"Integrations Consultant - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[],"publishedAt":"2026-01-26T16:32:30.974+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/3dfc4bf1-7ccc-4ca6-a07c-91016a5ebc2e","applyUrl":"https://jobs.ashbyhq.com/ashby/3dfc4bf1-7ccc-4ca6-a07c-91016a5ebc2e/application","descriptionHtml":"Hi! I'm John, Ashby's Head of Professional Services. 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 next Integrations Consultant! As the third member of our Integrations Consulting team (within Ashbyâs Customer Success organization) and first in the EMEA region, youâll have the opportunity to lead customer-facing engagements, focusing on complex technical projects for some of our most strategic customers.
As our next Integrations Consultant, youâll be responsible for defining, advising on, and managing the technical requirements for enterprise customers integrating their Ashby ATS instance with our custom-built Workday API. As additional enterprise HCM integrations ship, you may also act as the technical subject matter expert for implementing customers. No matter the integration point, you will work with customers with varying levels of integration sophistication advising on integration best practices, technical configurations, and working with a customerâs internal expert on how to best achieve their goals. You will use your existing knowledge of both integrations and the products we will be integrating with to consult with our customers, helping them get up and running swiftly with Ashby, so they can ultimately achieve their desired business outcomes. You will partner with Product/Engineering, Implementation Specialists, CSMs, Sales Engineers, and other cross functional partners to achieve this.
Role requirements:
Workday Human Capital Management (HCM) Integration Experience: You have extensive experience managing and executing integrations with Workday Core HCM (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. Weâd love it if you have a Workday HCM certification. Bonus points if you also have experience with other enterprise-grade HCM solutions like UKG, ADP, Oracle, and SAP SuccessFactors. Even better if youâve also managed integrations with tools listed under Integrations on our Ashby Knowledge Base. Workday Studio expertise is 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.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.
Consultative: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Innovative & Principled: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this doneâ 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:
âïžTechnical expertise: You have proven experience in technical solution design and troubleshooting, specifically related to Workday integrations.
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€čYou are adept at managing multiple simultaneous, multithreaded projects and have experience prioritizing based on customer and business needs.
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, and would be happy to be the Workday SME in pre-sales conversations when needed.
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 have limited experience leading Workday integrations.
You are looking for a traditional Workday Implementation Consultant role where you are helping teams set up their Workday instance. This role would leverage your Workday expertise, aligning customersâ Ashby configuration with their existing Workday instance. You may be working with 8-10 customers at a time.
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
30 min - Hiring Manager Screen with Head of Professional Services
Take Home Exercise
60 min - Interview with Integrations Consultant and Product Manager
Final Round:
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
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 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.
","descriptionPlain":"Hi! I'm John, Ashby's Head of Professional Services. 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 next Integrations Consultant! As the third member of our Integrations Consulting team (within Ashbyâs Customer Success organization) and first in the EMEA region, youâll have the opportunity to lead customer-facing engagements, focusing on complex technical projects for some of our most strategic customers.\n\n\nABOUT THIS ROLE:\n\nAs our next Integrations Consultant, youâll be responsible for defining, advising on, and managing the technical requirements for enterprise customers integrating their Ashby ATS instance with our custom-built Workday API. As additional enterprise HCM integrations ship, you may also act as the technical subject matter expert for implementing customers. No matter the integration point, you will work with customers with varying levels of integration sophistication advising on integration best practices, technical configurations, and working with a customerâs internal expert on how to best achieve their goals. You will use your existing knowledge of both integrations and the products we will be integrating with to consult with our customers, helping them get up and running swiftly with Ashby, so they can ultimately achieve their desired business outcomes. You will partner with Product/Engineering, Implementation Specialists, CSMs, Sales Engineers, and other cross functional partners to achieve this.\n\nRole requirements:\n\n - Workday Human Capital Management (HCM) Integration Experience: You have extensive experience managing and executing integrations with Workday Core HCM (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. Weâd love it if you have a Workday HCM certification. Bonus points if you also have experience with other enterprise-grade HCM solutions like UKG, ADP, Oracle, and SAP SuccessFactors. Even better if youâve also managed integrations with tools listed under Integrations on our Ashby Knowledge Base https://docs.ashbyhq.com/. Workday Studio expertise is 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 - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.\n\n - Consultative: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Innovative & Principled: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this doneâ 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 - âïžTechnical expertise: You have proven experience in technical solution design and troubleshooting, specifically related to Workday integrations.\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€čYou are adept at managing multiple simultaneous, multithreaded projects and have experience prioritizing based on customer and business needs.\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, and would be happy to be the Workday SME in pre-sales conversations when needed.\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 have limited experience leading Workday integrations.\n\n - You are looking for a traditional Workday Implementation Consultant role where you are helping teams set up their Workday instance. This role would leverage your Workday expertise, aligning customersâ Ashby configuration with their existing Workday instance. You may be working with 8-10 customers at a time.\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\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.\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 - 30 min - Hiring Manager Screen with Head of Professional Services\n\n - Take Home Exercise\n\n - 60 min - Interview with Integrations Consultant and Product Manager\n\n - Final Round:\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\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 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."},{"id":"80e74f0d-6f21-4492-baaa-0d5773466435","title":"GTM Engineering and Systems Manager","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-04-07T13:52:44.279+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/80e74f0d-6f21-4492-baaa-0d5773466435","applyUrl":"https://jobs.ashbyhq.com/ashby/80e74f0d-6f21-4492-baaa-0d5773466435/application","descriptionHtml":"Ashby is looking for a GTM Engineering Manager to lead our GTM Systems & Tools team within our Revenue Operations department. To scale beyond $100M ARR, our internal infrastructure must be as elegant and high-performing as the product we sell.
You will own our entire revenue tech stack, ensuring Marketing, Sales, and Customer Success have the data, automation, and tooling to operate effectively. You will build the AI intelligence layer on top of that foundation: LLM-powered enrichment, predictive scoring, and automated workflows that replace manual audience assembly, sequence selection, and outreach across the full customer lifecycle.
You won't be starting from zero. Ashby has a complete GTM pipeline: CRM, enrichment, signal detection, orchestration, and delivery all connected and running. What we haven't built is the AI intelligence layer on top of it, or the team to own it.
Our current toolkit includes HubSpot (CRM and sequencing), Gong, LinkedIn Sales Nav, Accord, Slab, Chilipiper, LeadIQ, Clay, Cargo, Keyplay, Snowflake, Instantly, and Omni. While we don't require mastery of every tool, we need a \"tinkererâs mindset\". You should be comfortable using these as raw materials to build sophisticated, AI-driven automation.
Team Leadership. Build and lead a high-impact team. You will define the roles, hire the people, and organize the function to deliver on its responsibilities.
Growth Architecture & Strategy. Operate as an internal product team for the GTM org. Define the roadmap, write specs, ship prototypes, and scale winning tactics to shrink iteration cycles from months to hours. Evaluate, procure, and sunset tools as the stack evolves.
The GTM Hierarchy of Needs. Own the full stack of revenue engineering:
Data Foundation: Build and maintain the system infrastructure.
Own and evolve the core revenue technology stack (CRM, marketing automation, data warehouse). Ensure data quality, governance, and seamless integration across systems.
Design scalable data architecture that supports every layer above it. You don't just add fields, you build systems.
Data Modeling: Identify and collect unique data points (signals) that predict purchase, expansion, or churn.
Data Activation: Deploy those signals into automated outreach, meeting prep, and expansion nudges.
Agent Development: Design, deploy, and orchestrate AI agents that automate decision-making and execution across Marketing, Sales, Customer Success, and RevOps.
GTM Agent Strategy. Define how Ashby uses AI agents across the full customer lifecycle. Identify where agents replace manual decision-making, where they augment human judgment, and where humans stay in the loop. Own the roadmap from first deployment to full orchestration.
Cross-Functional Engineering. Partner with Engineering and Data teams to harden winning experiments into production-grade systems.
The Empathetic Leader. You build teams that ship and grow. You coach your people, not just manage them. You've spent enough time with sellers and CSMs to understand their workflows from the inside, and you use that knowledge to build systems they actually adopt. You can't automate what you don't understand.
The Systems Thinker. You don't just see a single tool; you see an ecosystem. You understand how a change in a marketing automation trigger ripples down to a Customer Success renewal health score.
The Hybrid Builder. You are either a commercially minded engineer or a deeply technical operator. You are comfortable writing Python and SQL, designing system integrations, configuring LLM-powered workflows, and evaluating AI agent platforms. You care more about revenue impact than code quality. You have hands-on experience with Clay or similar GTM workflow platforms.
The Scaling Veteran. You've built GTM infrastructure at a fast-growing SaaS company (ideally $100M to $300M ARR). You know that every system you build today will need to support new products, new motions, and significantly more volume within a year. You've done this before and know where it breaks.
The AI Practitioner. You've designed and deployed AI agents that moved revenue metrics, not just experimented with ChatGPT. You understand prompt engineering, agent orchestration, and the difference between a workflow that runs and a system of agents that thinks. You know where AI replaces human judgment and where it shouldn't.
You've managed revenue systems but haven't built with AI. We need someone who builds new automated systems, not someone who optimizes what's already there.
You've operated in environments where the systems and processes were already established. At Ashby, you will inherit a small team and need to personally prototype solutions in ambiguous situations as you build the function.
You're exceptional at outbound but haven't owned the full customer lifecycle. The biggest opportunities in this role span inbound, expansion, and retention.
Our interview process is thorough. We aim to ensure each person joining the team is the right fit for Ashby, and to provide you with enough information to assess if Ashby is the right fit for you.
Recruiter Screen with Talent Acquisition Team, 30 minutes
Hiring Manager Interview, 60 minutes
GTM Challenge Interview, 45 minutes
Virtual Onsite, 75 minutes
10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby. Do it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect \"Vacation?\" in our one-on-one agenda until you start taking it.
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If you're in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.
Ashby's success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We're being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
","descriptionPlain":"THE ROLE\n\nAshby is looking for a GTM Engineering Manager to lead our GTM Systems & Tools team within our Revenue Operations department. To scale beyond $100M ARR, our internal infrastructure must be as elegant and high-performing as the product we sell.\n\nYou will own our entire revenue tech stack, ensuring Marketing, Sales, and Customer Success have the data, automation, and tooling to operate effectively. You will build the AI intelligence layer on top of that foundation: LLM-powered enrichment, predictive scoring, and automated workflows that replace manual audience assembly, sequence selection, and outreach across the full customer lifecycle.\n\n\nCURRENT STATE\n\nYou won't be starting from zero. Ashby has a complete GTM pipeline: CRM, enrichment, signal detection, orchestration, and delivery all connected and running. What we haven't built is the AI intelligence layer on top of it, or the team to own it.\n\n\nTECH STACK\n\nOur current toolkit includes HubSpot (CRM and sequencing), Gong, LinkedIn Sales Nav, Accord, Slab, Chilipiper, LeadIQ, Clay, Cargo, Keyplay, Snowflake, Instantly, and Omni. While we don't require mastery of every tool, we need a \"tinkererâs mindset\". You should be comfortable using these as raw materials to build sophisticated, AI-driven automation.\n\n\nWHAT YOU'LL DO\n\nTeam Leadership. Build and lead a high-impact team. You will define the roles, hire the people, and organize the function to deliver on its responsibilities.\n\nGrowth Architecture & Strategy. Operate as an internal product team for the GTM org. Define the roadmap, write specs, ship prototypes, and scale winning tactics to shrink iteration cycles from months to hours. Evaluate, procure, and sunset tools as the stack evolves.\n\nThe GTM Hierarchy of Needs. Own the full stack of revenue engineering:\n\n - Data Foundation: Build and maintain the system infrastructure.\n \n - Own and evolve the core revenue technology stack (CRM, marketing automation, data warehouse). Ensure data quality, governance, and seamless integration across systems.\n \n - Design scalable data architecture that supports every layer above it. You don't just add fields, you build systems.\n\n - Data Modeling: Identify and collect unique data points (signals) that predict purchase, expansion, or churn.\n\n - Data Activation: Deploy those signals into automated outreach, meeting prep, and expansion nudges.\n\n - Agent Development: Design, deploy, and orchestrate AI agents that automate decision-making and execution across Marketing, Sales, Customer Success, and RevOps.\n\nGTM Agent Strategy. Define how Ashby uses AI agents across the full customer lifecycle. Identify where agents replace manual decision-making, where they augment human judgment, and where humans stay in the loop. Own the roadmap from first deployment to full orchestration.\n\nCross-Functional Engineering. Partner with Engineering and Data teams to harden winning experiments into production-grade systems.\n\n\nWHO YOU ARE\n\nThe Empathetic Leader. You build teams that ship and grow. You coach your people, not just manage them. You've spent enough time with sellers and CSMs to understand their workflows from the inside, and you use that knowledge to build systems they actually adopt. You can't automate what you don't understand.\n\nThe Systems Thinker. You don't just see a single tool; you see an ecosystem. You understand how a change in a marketing automation trigger ripples down to a Customer Success renewal health score.\n\nThe Hybrid Builder. You are either a commercially minded engineer or a deeply technical operator. You are comfortable writing Python and SQL, designing system integrations, configuring LLM-powered workflows, and evaluating AI agent platforms. You care more about revenue impact than code quality. You have hands-on experience with Clay or similar GTM workflow platforms.\n\nThe Scaling Veteran. You've built GTM infrastructure at a fast-growing SaaS company (ideally $100M to $300M ARR). You know that every system you build today will need to support new products, new motions, and significantly more volume within a year. You've done this before and know where it breaks.\n\nThe AI Practitioner. You've designed and deployed AI agents that moved revenue metrics, not just experimented with ChatGPT. You understand prompt engineering, agent orchestration, and the difference between a workflow that runs and a system of agents that thinks. You know where AI replaces human judgment and where it shouldn't.\n\n\nTHIS ROLE MAY NOT BE A FIT IF\n\n - You've managed revenue systems but haven't built with AI. We need someone who builds new automated systems, not someone who optimizes what's already there.\n\n - You've operated in environments where the systems and processes were already established. At Ashby, you will inherit a small team and need to personally prototype solutions in ambiguous situations as you build the function.\n\n - You're exceptional at outbound but haven't owned the full customer lifecycle. The biggest opportunities in this role span inbound, expansion, and retention.\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough. We aim to ensure each person joining the team is the right fit for Ashby, and to provide you with enough information to assess if Ashby is the right fit for you.\n\n 1. Recruiter Screen with Talent Acquisition Team, 30 minutes\n\n 2. Hiring Manager Interview, 60 minutes\n\n 3. GTM Challenge Interview, 45 minutes\n\n 4. Virtual Onsite, 75 minutes\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby. Do it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect \"Vacation?\" 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 you're in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshby's success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We're being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\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."},{"id":"06408097-75e6-41d2-a431-94fd9f9b6822","title":"Legal Ops Manager","department":"Legal","team":"Legal","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-04-17T19:17:25.779+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/06408097-75e6-41d2-a431-94fd9f9b6822","applyUrl":"https://jobs.ashbyhq.com/ashby/06408097-75e6-41d2-a431-94fd9f9b6822/application","descriptionHtml":"About the Job:
đ Iâm Kelly, Senior Legal Counsel at Ashby. I joined recently as our first dedicated legal hire and Iâm now building the legal team to support our next phase of growth.
After 12 years building and scaling in-house legal teams, I joined Ashby for its ambition, product vision, and exceptional talent across the company. The team is full of smart, low-ego, high-ownership operators and the leadership team is decisive in balancing speed with long-term growth.
Ashby is in a rapid growth phase (growing ~130% YoY and adding ~500 customers per quarter), and our legal function is at an inflection point. Weâve established our first in-house legal presence and are actively expanding with hires across commercial and product/privacy. The next critical step is hiring our first Legal Operations Manager to build the operational infrastructure for the legal function: the systems, processes, data, and relationships that enable us to scale efficiently and make better decisions as we scale.
This is a highly impactful, builder role. You will be responsible for designing and implementing the systems, processes, and tools that underpin how legal works at Ashby - from the legal inbox, contract workflows and intake processes to cross-functional tooling and exploring AI opportunities. You will partner closely with myself and our Commercial Counsel to bring contracting in-house, lead the evaluation and implementation of intake and contract workflow and management tooling (which may range from workflow automation to full CLM), and work directly with Sales on enablement and adoption.
You will also work cross-functionally with teams like Sales, Security, Product, IT, and RevOps to design scalable, tech-enabled solutions. This includes evaluating and implementing new tools, improving workflows, and exploring how AI and agentic systems can meaningfully improve how legal operates and how other teams engage with the legal team.
This role is central to unlocking leverage for the entire legal team and enabling Ashby through this exciting growth phase. If you are excited about building from zero, thrive in high-growth environments, and enjoy turning ambiguity into scalable systems, Iâd love to meet you.
Note: 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 and we are unable to respond to individual reachout. To maintain an equitable process, please apply directly and focus your energy on the quality of your application.
Responsibilities
Build and own Ashbyâs legal operations function from the ground up, including systems, processes, and tooling.
Partner with Commercial Counsel to bring commercial contracting fully in-house, reducing reliance on external counsel and improving speed and consistency.
Lead the evaluation, selection, implementation, and ongoing management of contract workflow and management tooling (e.g. workflow automation or CLM).
Partner closely with Sales and RevOps to support contract tooling rollout, drive adoption, and deliver enablement (playbooks, workflows, training).
Design and implement a centralized legal intake function (e.g., legal inbox, ticketing system), improving visibility, prioritization, and response times.
Identify and implement opportunities to leverage AI and emerging technologies to improve legal workflows, including experimentation with agentic tools and optimization of internal AI usage.
Establish and maintain contract templates, version control, and documentation to ensure consistency and scalability.
Build and maintain a centralized legal knowledge base, including playbooks, FAQs, and self-service resources that reduce repetitive inquiries from business teams.
Collaborate cross-functionally with teams such as Security, Product, IT, and Finance to implement scalable legal and compliance workflows (e.g., security questionnaires, procurement tools, incident management).
Own and continuously optimize the legal tech stack, including integrations with tools like CPQ and procurement platforms (e.g., Zip), and identify opportunities to adopt new tooling as the function matures.
Support broader legal and company initiatives as needed, including fundraising or M&A data room management, compliance workflows, and cross-functional projects.
Manage vendor and external counsel operations, including billing, budgeting, and performance tracking.
Build reporting and dashboards to provide visibility into legal metrics (e.g., contract turnaround time, volume, bottlenecks).
Qualifications
5+ years of experience in legal operations with at least 2 yearsâ experience working in legal operations within a high-growth technology company or startup. You have built or materially scaled legal operations infrastructure before, not just maintained it.
Participation in relevant legal ops communities is a plus.
Demonstrated experience evaluating, implementing and managing legal technology (e.g., CLM/workflow automation, intake/ticketing systems, contract repositories).
Experience evaluating, implementing and experimenting with AI tools in legal or operational workflows.
Strong understanding of commercial contracting workflows and the needs of GTM teams.
Experience working cross-functionally with teams like Sales, RevOps, Security, Product, or Finance.
Highly organized with strong project management skills - able to drive multiple initiatives simultaneously and bring structure to ambiguity.
Strong analytical mindset with the ability to identify inefficiencies and design scalable solutions.
Excellent communication skills - able to translate legal and operational concepts into clear, actionable processes.
High ownership and execution focus - you donât just design systems, you implement and iterate on them.
You should apply if:
Youâre a systems thinker - you donât just see a tool, but instead you see an ecosystem that interconnects with other teams. You stay current on legal tech and are excited by the white space available for you to build a best in class legal operations tool stack from scratch.
You possess strong project management skills. You will be running vendor evaluations, negotiations, implementations and keeping your stakeholders informed at every step of the process.
You understand how lawyers work and how legal technology can accelerate both the legal team and the business teams we support. You build strong cross-functional relationships with RevOps, sales, security and IT, and you take the time to understand their existing tech stacks and workflows so that legal tooling integrates with, rather than disrupts, how those teams already operate.
You are proactive and can ruthlessly prioritize. You can easily spot areas of improvement across the legal process and operations and can work with cross-functional teams on education and process improvements.
You're comfortable with ambiguity and excited by Ashbyâs stage of growth. Youâll help building processes and systems from the ground up.
You shouldnât apply if:
You prefer highly structured environments with established playbooks already in place. We're building those now - and you'll help shape them - but if you need that structure from day one, this isn't the right fit.
You default to replicating what youâve done before rather than evaluating from first principles. At Ashby, one of our Operating Principles is to think from first principles and we constantly assess the best available technology and approaches that can improve our legal operations.
You're not comfortable working directly with GTM teams and business stakeholders.
You prefer to advise rather than execute. This role requires rolling up your sleeves and doing the work, not just flagging issues.
You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting.
Youâre uncomfortable with change. We are a rapidly growing team and company, and the ability to stay flexible and thrive amid change is key to success here.
About Ashby
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 just raised our series D bringing our total funding to $120m and are backed by great investors, including Alkeon, Lachy Groom Y Combinator and Elad Gil. We have over 2,700+ amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!) and the Ashby team has 220+ people globally.
Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, very high product velocity and many years of runway. 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 .
Interview Process
Our interview process is thorough - we assess if you are the right fit for Ashby and we will provide ample information for you to determine if Ashby is the right place for you. The process for this role is as follows:
Recruiter Screen with Michelle - 30min
Hiring Manager Interview with Ashbyâs Senior Legal Counsel, Kelly Fish - 45min
Practical Assessment
Final Round - 90 minutes with cross-functional partners
Benefits:
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.
","descriptionPlain":"About the Job:\n\nđ Iâm Kelly https://www.linkedin.com/in/kelly-fish-52116924/, Senior Legal Counsel at Ashby. I joined recently as our first dedicated legal hire and Iâm now building the legal team to support our next phase of growth.\n\nAfter 12 years building and scaling in-house legal teams, I joined Ashby for its ambition, product vision, and exceptional talent across the company. The team is full of smart, low-ego, high-ownership operators and the leadership team is decisive in balancing speed with long-term growth.\n\nAshby is in a rapid growth phase (growing ~130% YoY and adding ~500 customers per quarter), and our legal function is at an inflection point. Weâve established our first in-house legal presence and are actively expanding with hires across commercial and product/privacy. The next critical step is hiring our first Legal Operations Manager to build the operational infrastructure for the legal function: the systems, processes, data, and relationships that enable us to scale efficiently and make better decisions as we scale.\n\nThis is a highly impactful, builder role. You will be responsible for designing and implementing the systems, processes, and tools that underpin how legal works at Ashby - from the legal inbox, contract workflows and intake processes to cross-functional tooling and exploring AI opportunities. You will partner closely with myself and our Commercial Counsel to bring contracting in-house, lead the evaluation and implementation of intake and contract workflow and management tooling (which may range from workflow automation to full CLM), and work directly with Sales on enablement and adoption.\n\nYou will also work cross-functionally with teams like Sales, Security, Product, IT, and RevOps to design scalable, tech-enabled solutions. This includes evaluating and implementing new tools, improving workflows, and exploring how AI and agentic systems can meaningfully improve how legal operates and how other teams engage with the legal team.\n\nThis role is central to unlocking leverage for the entire legal team and enabling Ashby through this exciting growth phase. If you are excited about building from zero, thrive in high-growth environments, and enjoy turning ambiguity into scalable systems, Iâd love to meet you.\n\nNote: 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 and we are unable to respond to individual reachout. To maintain an equitable process, please apply directly and focus your energy on the quality of your application.\n\nResponsibilities\n\n - Build and own Ashbyâs legal operations function from the ground up, including systems, processes, and tooling.\n\n - Partner with Commercial Counsel to bring commercial contracting fully in-house, reducing reliance on external counsel and improving speed and consistency.\n\n - Lead the evaluation, selection, implementation, and ongoing management of contract workflow and management tooling (e.g. workflow automation or CLM).\n\n - Partner closely with Sales and RevOps to support contract tooling rollout, drive adoption, and deliver enablement (playbooks, workflows, training).\n\n - Design and implement a centralized legal intake function (e.g., legal inbox, ticketing system), improving visibility, prioritization, and response times.\n\n - Identify and implement opportunities to leverage AI and emerging technologies to improve legal workflows, including experimentation with agentic tools and optimization of internal AI usage.\n\n - Establish and maintain contract templates, version control, and documentation to ensure consistency and scalability.\n\n - Build and maintain a centralized legal knowledge base, including playbooks, FAQs, and self-service resources that reduce repetitive inquiries from business teams.\n\n - Collaborate cross-functionally with teams such as Security, Product, IT, and Finance to implement scalable legal and compliance workflows (e.g., security questionnaires, procurement tools, incident management).\n\n - Own and continuously optimize the legal tech stack, including integrations with tools like CPQ and procurement platforms (e.g., Zip), and identify opportunities to adopt new tooling as the function matures.\n\n - Support broader legal and company initiatives as needed, including fundraising or M&A data room management, compliance workflows, and cross-functional projects.\n\n - Manage vendor and external counsel operations, including billing, budgeting, and performance tracking.\n\n - Build reporting and dashboards to provide visibility into legal metrics (e.g., contract turnaround time, volume, bottlenecks).\n\nQualifications\n\n - 5+ years of experience in legal operations with at least 2 yearsâ experience working in legal operations within a high-growth technology company or startup. You have built or materially scaled legal operations infrastructure before, not just maintained it.\n\n - Participation in relevant legal ops communities is a plus.\n\n - Demonstrated experience evaluating, implementing and managing legal technology (e.g., CLM/workflow automation, intake/ticketing systems, contract repositories).\n\n - Experience evaluating, implementing and experimenting with AI tools in legal or operational workflows.\n\n - Strong understanding of commercial contracting workflows and the needs of GTM teams.\n\n - Experience working cross-functionally with teams like Sales, RevOps, Security, Product, or Finance.\n\n - Highly organized with strong project management skills - able to drive multiple initiatives simultaneously and bring structure to ambiguity.\n\n - Strong analytical mindset with the ability to identify inefficiencies and design scalable solutions.\n\n - Excellent communication skills - able to translate legal and operational concepts into clear, actionable processes.\n\n - High ownership and execution focus - you donât just design systems, you implement and iterate on them.\n\nYou should apply if:\n\n - Youâre a systems thinker - you donât just see a tool, but instead you see an ecosystem that interconnects with other teams. You stay current on legal tech and are excited by the white space available for you to build a best in class legal operations tool stack from scratch.\n\n - You possess strong project management skills. You will be running vendor evaluations, negotiations, implementations and keeping your stakeholders informed at every step of the process.\n\n - You understand how lawyers work and how legal technology can accelerate both the legal team and the business teams we support. You build strong cross-functional relationships with RevOps, sales, security and IT, and you take the time to understand their existing tech stacks and workflows so that legal tooling integrates with, rather than disrupts, how those teams already operate.\n\n - You are proactive and can ruthlessly prioritize. You can easily spot areas of improvement across the legal process and operations and can work with cross-functional teams on education and process improvements.\n\n - You're comfortable with ambiguity and excited by Ashbyâs stage of growth. Youâll help building processes and systems from the ground up.\n\nYou shouldnât apply if:\n\n - You prefer highly structured environments with established playbooks already in place. We're building those now - and you'll help shape them - but if you need that structure from day one, this isn't the right fit.\n\n - You default to replicating what youâve done before rather than evaluating from first principles. At Ashby, one of our Operating Principles is to think from first principles and we constantly assess the best available technology and approaches that can improve our legal operations.\n\n - You're not comfortable working directly with GTM teams and business stakeholders.\n\n - You prefer to advise rather than execute. This role requires rolling up your sleeves and doing the work, not just flagging issues.\n\n - You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting.\n\n - Youâre uncomfortable with change. We are a rapidly growing team and company, and the ability to stay flexible and thrive amid change is key to success here.\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 just raised our series D bringing our total funding to $120m and are backed by great investors, including Alkeon, Lachy Groom Y Combinator and Elad Gil. We have over 2,700+ amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!) and the Ashby team has 220+ people globally.\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, very low churn, very high product velocity 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\nInterview Process\n\nOur interview process is thorough - we assess if you are the right fit for Ashby and we will provide ample information for you to determine if Ashby is the right place for you. The process for this role is as follows:\n\n - Recruiter Screen with Michelle - 30min\n\n - Hiring Manager Interview with Ashbyâs Senior Legal Counsel, Kelly Fish - 45min\n\n - Practical Assessment\n\n - Final Round - 90 minutes with cross-functional partners\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."},{"id":"e1eba70b-51ae-422c-ae5d-a36bc5d72441","title":"Solutions Engineer - DACH","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"United Kingdom","secondaryLocations":[{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}}},{"location":"Remote - European Union","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Madrid","address":{"postalAddress":{"addressRegion":"Madrid","addressCountry":"Spain","addressLocality":"Madrid"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}}],"publishedAt":"2026-04-10T18:30:57.126+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/e1eba70b-51ae-422c-ae5d-a36bc5d72441","applyUrl":"https://jobs.ashbyhq.com/ashby/e1eba70b-51ae-422c-ae5d-a36bc5d72441/application","descriptionHtml":"As a Solutions Engineer at Ashby youâll be at the forefront of our sales efforts with DACH customers, partnering closely with German-fluent Account Executives to secure both the technical and commercial win. Your goal with each customer is to show how Ashby supports their unique needs, and highlight how our platform can transform the way they hire. To do this effectively, you'll develop deep expertise in our product, gain insights into our competitors, and have a deep understanding of the challenges Talent Acquisition teams face.
Youâll play a crucial role in DACH sales cycles, where you will deliver personalized product demonstrations, facilitate well-structured product trials, and coordinate comprehensive and insightful RFP responses. Success in this role means using your discovery skills, empathy for our customers, and product knowledge to clearly articulate the transformative impact Ashby can have on their business.
As an SE, you want to be selling a product that customers fall in love with. Thereâs nothing better than seeing a prospect's jaw literally drop in the middle of a demo, and it only happens when you have a solution that solves real pain for someone. At Ashby, it happens daily.
When prospects are eager to buyâsomething that happens often because our product truly stands outâyouâll know youâre hitting the mark!
đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German
đȘ You have experience as a Sales Engineer / Solutions Consultant supporting complex, multi-stakeholder SaaS sales cycles in a team-selling motion.
đ You have spent time with HR or Talent teams, and you have a high level of empathy for the work they do day to dayâtheir pain is our pain.
đ€ You have developed deep product expertise across a suite of solutions. Youâre well regarded as a subject-matter expert by your peers today.
đ You love to learn, and can quickly connect the dots between new concepts, product capabilities, and business outcomes.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and listen for nuance in answers. You explain complex concepts in simple terms and can articulate the business impact of features.
đ You're a builder - you get energy from digging into problems and finding unique solutions, and you love working in a fast paced organization.
đ Youâre adept at creating and delivering tailored demos that span a broad range of product capabilities. You are comfortable adapting on the fly based on customer questions.
đ€ You proactively engage AEs to distribute the work of progressing deals towards a commercial win.
â»ïž You are a partner to the product org, translating customer feedback into requirements that have resulted in product enhancements
đ€ Familiarity with recruiting workflows & data in Applicant Tracking Systems
đ Demo infrastructure or demo engineering experience
đ Value engineering / consulting experience, building bespoke and quantifiable business cases
đ° Help win new marquee accounts! Our buyers have nuanced and detailed requirements that youâll address in a systematic way to maintain deal momentum.
âïž Build upon our existing demo environments to craft compelling narratives to showcase product capabilities
đš Design repeatable processes to make the solutions engineering team a well oiled machine as we scale
Ashby is a unique place to work as a Solutions Engineer - we're not just keeping pace with industry standards; we're setting them. Each time we speak with customers, our platform enables us to show truly novel ways to improve their TA strategy. Here's why:
Incredible Product-Market Fit: Our solutions are not just products; they address critical pain points in the talent and recruiting ecosystem. The challenges our clients face aren't merely operational; they stem from a sector that has historically struggled to keep up with the evolving needs of global talent teams. Ashby stands out by offering not just answers but transformation.
Revolutionizing an Under-served Market: The gap between what talent teams need and what traditional software offers is wide, but Ashby is bridging it. We bring to the table an exceptional product endowed with versatility and innovative capabilities. Our solutions are designed for teams strive for hiring excellence through efficiency, agility, and continuous improvement.
A Canvas for Creativity and Impact: At Ashby, Solutions Engineers have the unique opportunity to sculpt our offerings across a vast spectrum of product capabilities. Our platform empowers you to get creative and solutions that continuously exceed expectations. Here, your work directly contributes to reshaping how companies around the world attract, hire, and retain talent.
Becoming a Solutions Engineer at Ashby means being at the forefront of a transformation in the talent acquisition landscape. Here, your contributions have the power to make a tangible impact on our clients' success and the industry at large.
If iteration and innovation makes you anxious, and you're more about sticking to the tried-and-true, this role may not be the right fit.
Our team works on a wide range of deals - from hundreds to thousands of employees. Each customer has unique challenges, and it's important that you're excited by the complexity of the issues, not the size of the deal.
You are not comfortable combining both deep technical expertise and business acumen to build powerful justifications for purchase.
If a fast-paced and ever-evolving work setting makes you uncomfortable, the dynamic environment at Ashby could be more challenging than rewarding.
Should you see feedback more as a critique than a catalyst for growth, the collaborative and improvement-driven culture at Ashby may not suit your style.
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:
Recruiter Interview: 30 minutes
Hiring Manager Interview: 60 minutes
Demo Role Play: 30 minutes
Solution Strategy Session: 30 minutes
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.
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 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.
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
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.
","descriptionPlain":"ABOUT THIS ROLE\n\nAs a Solutions Engineer at Ashby youâll be at the forefront of our sales efforts with DACH customers, partnering closely with German-fluent Account Executives to secure both the technical and commercial win. Your goal with each customer is to show how Ashby supports their unique needs, and highlight how our platform can transform the way they hire. To do this effectively, you'll develop deep expertise in our product, gain insights into our competitors, and have a deep understanding of the challenges Talent Acquisition teams face.\n\nYouâll play a crucial role in DACH sales cycles, where you will deliver personalized product demonstrations, facilitate well-structured product trials, and coordinate comprehensive and insightful RFP responses. Success in this role means using your discovery skills, empathy for our customers, and product knowledge to clearly articulate the transformative impact Ashby can have on their business.\n\nAs an SE, you want to be selling a product that customers fall in love with. Thereâs nothing better than seeing a prospect's jaw literally drop in the middle of a demo, and it only happens when you have a solution that solves real pain for someone. At Ashby, it happens daily.\n\nWhen prospects are eager to buyâsomething that happens often because our product truly stands outâyouâll know youâre hitting the mark!\n\n\nYOU COULD BE A GREAT FIT IF:\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 - đȘ You have experience as a Sales Engineer / Solutions Consultant supporting complex, multi-stakeholder SaaS sales cycles in a team-selling motion.\n\n - đ You have spent time with HR or Talent teams, and you have a high level of empathy for the work they do day to dayâtheir pain is our pain.\n\n - đ€ You have developed deep product expertise across a suite of solutions. Youâre well regarded as a subject-matter expert by your peers today.\n\n - đ You love to learn, and can quickly connect the dots between new concepts, product capabilities, and business outcomes.\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and listen for nuance in answers. You explain complex concepts in simple terms and can articulate the business impact of features.\n\n - đ You're a builder - you get energy from digging into problems and finding unique solutions, and you love working in a fast paced organization.\n\n - đ Youâre adept at creating and delivering tailored demos that span a broad range of product capabilities. You are comfortable adapting on the fly based on customer questions.\n\n - đ€ You proactively engage AEs to distribute the work of progressing deals towards a commercial win.\n\n - â»ïž You are a partner to the product org, translating customer feedback into requirements that have resulted in product enhancements\n\n\nBONUS POINTS FOR:\n\n - đ€ Familiarity with recruiting workflows & data in Applicant Tracking Systems\n\n - đ Demo infrastructure or demo engineering experience\n\n - đ Value engineering / consulting experience, building bespoke and quantifiable business cases\n\n\nEXAMPLES OF THINGS YOUâLL WORK ON:\n\n - đ° Help win new marquee accounts! Our buyers have nuanced and detailed requirements that youâll address in a systematic way to maintain deal momentum.\n\n - âïž Build upon our existing demo environments to craft compelling narratives to showcase product capabilities\n\n - đš Design repeatable processes to make the solutions engineering team a well oiled machine as we scale\n\n\nWHY BECOME AN SE AT ASHBY?\n\nAshby is a unique place to work as a Solutions Engineer - we're not just keeping pace with industry standards; we're setting them. Each time we speak with customers, our platform enables us to show truly novel ways to improve their TA strategy. Here's why:\n\n - Incredible Product-Market Fit: Our solutions are not just products; they address critical pain points in the talent and recruiting ecosystem. The challenges our clients face aren't merely operational; they stem from a sector that has historically struggled to keep up with the evolving needs of global talent teams. Ashby stands out by offering not just answers but transformation.\n\n - Revolutionizing an Under-served Market: The gap between what talent teams need and what traditional software offers is wide, but Ashby is bridging it. We bring to the table an exceptional product endowed with versatility and innovative capabilities. Our solutions are designed for teams strive for hiring excellence through efficiency, agility, and continuous improvement.\n\n - A Canvas for Creativity and Impact: At Ashby, Solutions Engineers have the unique opportunity to sculpt our offerings across a vast spectrum of product capabilities. Our platform empowers you to get creative and solutions that continuously exceed expectations. Here, your work directly contributes to reshaping how companies around the world attract, hire, and retain talent.\n\nBecoming a Solutions Engineer at Ashby means being at the forefront of a transformation in the talent acquisition landscape. Here, your contributions have the power to make a tangible impact on our clients' success and the industry at large.\n\n\nREASONS YOU SHOULDN'T APPLY:\n\n - If iteration and innovation makes you anxious, and you're more about sticking to the tried-and-true, this role may not be the right fit.\n\n - Our team works on a wide range of deals - from hundreds to thousands of employees. Each customer has unique challenges, and it's important that you're excited by the complexity of the issues, not the size of the deal.\n\n - You are not comfortable combining both deep technical expertise and business acumen to build powerful justifications for purchase.\n\n - If a fast-paced and ever-evolving work setting makes you uncomfortable, the dynamic environment at Ashby could be more challenging than rewarding.\n\n - Should you see feedback more as a critique than a catalyst for growth, the collaborative and improvement-driven culture at Ashby may not suit your style.\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 - Recruiter Interview: 30 minutes\n\n - Hiring Manager Interview: 60 minutes\n\n - Demo Role Play: 30 minutes\n\n - Solution Strategy Session: 30 minutes\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 - 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 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\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\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."},{"id":"1e6bf4c7-6452-418b-9277-a28eb8a6f218","title":"Implementation Consultant - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-04-15T18:29:32.950+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/1e6bf4c7-6452-418b-9277-a28eb8a6f218","applyUrl":"https://jobs.ashbyhq.com/ashby/1e6bf4c7-6452-418b-9277-a28eb8a6f218/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 thoughtful execution.
Iâm thrilled to be expanding our implementation motion by hiring an Implementation Consultant. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a critical part in helping customers bridge the gap between potential and actual value.
As our Implementation Consultant, you will own execution of the technical configuration for a defined set of new Ashby customers. During these implementations, you will partner closely with an Implementation Specialist to confirm customer requirements before leading the tailored configuration of native platform functionality. As initial configuration concludes, you will define and carry out a testing plan ahead of go-live. You will also document final configuration choices made to ensure visibility and allow for ongoing optimization post-launch.
As we scale, weâre investing in more specialized implementation roles to ensure customers get to value quickly. This role is ideal for someone earlier in their implementation or customer-facing career who is excited to learn, grow, and develop deep expertise in a complex product. Youâll work with increasing independence over time with support from more senior Implementation Specialists and cross-functional partners. This role is designed as a pathway into the more senior Implementation Specialist role over time.
Role requirements:
Complex SaaS Implementation & Project Management: You have deep experience contributing to or owning implementation projects for complex SaaS products (actioning a defined project plan, communicating and aligning with stakeholders on progress, and ultimately delivering results in accordance with the agreed upon expectations). You feel comfortable independently owning your domain, as well as keeping customers accountable to theirs. You work effectively in a remote-first setting, with the ability to travel as needed (<5%) for strategic customer engagements.
Customer Centricity: You are adept at understanding enterprise customer needs and tailoring implementation configurations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication. You serve as the customerâs proactive guide and advocate related to technical configuration, balancing empathy and practicality throughout the implementation. Bonus points if you have prior familiarity with Talent Acquisition teams and processes.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies. You are technically curious and creative.
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. You anticipate how configuration decisions might impact customer goals, ask questions to validate options, and pair your recommendations with risk mitigation tactics.
Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Cross-functional Collaboration and Communication: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You proactively communicate progress and risks with internal and external stakeholders.
You could be a great fit if:
đYou strike the balance between collaborative teamwork with a strong ability to execute independently on a defined plan.
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 read between the lines of what customers share in order to identify core concepts, which allows you to surface the right tailored recommendations.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 are eager to make an impact and grow. You understand the critical role you play in a customerâs success, and seize opportunities to expand your impact for customers and the team.
You might not be a great fit if:
You are uninterested in customer-facing work that blends technical, operational, and interpersonal skills.
You are uncomfortable learning a complex product and adapting as it evolves.
You prefer roles that are purely strategic without hands-on execution.
Here are a few key points that should give you a sense of what itâs like to work with us:
We invest heavily in building best-in-class products, believing that great products make customer success easier and more meaningful.
We value deep expertise and thoughtful problem-solving in every customer interaction.
We believe small, highly capable teams outperform large teams â and we hire, support, and compensate accordingly.
We value ownership, principled thinking, and clear communication, regardless of tenure or level.
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 Strategic Implementations (Hiring Manager)
Take Home Exercise
30 min - Take Home Deep Dive Interview with 2 Strategic Implementation Specialists
Final Round:
30 min - Cross-functional collaboration with Head of Professional Services
30 min - Product Complexity with VP of Customer Success
10 min - Closing Questions with Hiring Manager
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.
","descriptionPlain":"IMPLEMENTATION CONSULTANT - AMERICAS\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 thoughtful execution.\n\nIâm thrilled to be expanding our implementation motion by hiring an Implementation Consultant. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a critical part in helping customers bridge the gap between potential and actual value.\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Consultant, you will own execution of the technical configuration for a defined set of new Ashby customers. During these implementations, you will partner closely with an Implementation Specialist to confirm customer requirements before leading the tailored configuration of native platform functionality. As initial configuration concludes, you will define and carry out a testing plan ahead of go-live. You will also document final configuration choices made to ensure visibility and allow for ongoing optimization post-launch.\n\nAs we scale, weâre investing in more specialized implementation roles to ensure customers get to value quickly. This role is ideal for someone earlier in their implementation or customer-facing career who is excited to learn, grow, and develop deep expertise in a complex product. Youâll work with increasing independence over time with support from more senior Implementation Specialists and cross-functional partners. This role is designed as a pathway into the more senior Implementation Specialist role over time.\n\nRole requirements:\n\n - Complex SaaS Implementation & Project Management: You have deep experience contributing to or owning implementation projects for complex SaaS products (actioning a defined project plan, communicating and aligning with stakeholders on progress, and ultimately delivering results in accordance with the agreed upon expectations). You feel comfortable independently owning your domain, as well as keeping customers accountable to theirs. You work effectively in a remote-first setting, with the ability to travel as needed (<5%) for strategic customer engagements.\n\n - Customer Centricity: You are adept at understanding enterprise customer needs and tailoring implementation configurations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication. You serve as the customerâs proactive guide and advocate related to technical configuration, balancing empathy and practicality throughout the implementation. Bonus points if you have prior familiarity with Talent Acquisition teams and processes.\n\n - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies. You are technically curious and creative.\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. You anticipate how configuration decisions might impact customer goals, ask questions to validate options, and pair your recommendations with risk mitigation tactics.\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 - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Cross-functional Collaboration and Communication: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You proactively communicate progress and risks with internal and external stakeholders.\n\nYou could be a great fit if:\n\n - đYou strike the balance between collaborative teamwork with a strong ability to execute independently on a defined plan.\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 read between the lines of what customers share in order to identify core concepts, which allows you to surface the right tailored recommendations.You http://recommendations.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 are eager to make an impact and grow. You understand the critical role you play in a customerâs success, and seize opportunities to expand your impact for customers and the team.\n\nYou might not be a great fit if:\n\n - You are uninterested in customer-facing work that blends technical, operational, and interpersonal skills.\n\n - You are uncomfortable learning a complex product and adapting as it evolves.\n\n - You prefer roles that are purely strategic without hands-on execution.\n\n\nOUR PHILOSOPHY:\n\nHere are a few key points that should give you a sense of what itâs like to work with us:\n\n - We invest heavily in building best-in-class products, believing that great products make customer success easier and more meaningful.\n\n - We value deep expertise and thoughtful problem-solving in every customer interaction.\n\n - We believe small, highly capable teams outperform large teams â and we hire, support, and compensate accordingly.\n\n - We value ownership, principled thinking, and clear communication, regardless of tenure or level.\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 Strategic Implementations (Hiring Manager)\n\n - Take Home Exercise\n\n - 30 min - Take Home Deep Dive Interview with 2 Strategic Implementation Specialists\n\n - Final Round:\n \n - 30 min - Cross-functional collaboration with Head of Professional Services\n \n - 30 min - Product Complexity with VP of Customer Success\n \n - 10 min - Closing Questions with Hiring Manager\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."},{"id":"57329312-56a3-42ff-b1e3-47f9491b6def","title":"Implementation Consultant - 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":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}}],"publishedAt":"2026-04-15T18:30:17.043+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/57329312-56a3-42ff-b1e3-47f9491b6def","applyUrl":"https://jobs.ashbyhq.com/ashby/57329312-56a3-42ff-b1e3-47f9491b6def/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 thoughtful execution.
Iâm thrilled to be expanding our implementation motion by hiring an Implementation Consultant. As part of our growing EMEA Professional Services team within Ashbyâs Customer Success organization, youâll play a critical part in helping customers bridge the gap between potential and actual value.
As our Implementation Consultant you will own execution of the technical configuration for a defined set of new Ashby customers. During these implementations, you will partner closely with an Implementation Specialist to confirm customer requirements before leading the tailored configuration of native platform functionality. As initial configuration concludes, you will define and carry out a testing plan ahead of go-live. You will also document final configuration choices made to ensure visibility and allow for ongoing optimization post-launch.
As we scale, weâre investing in more specialized implementation roles to ensure customers get to value quickly. This role is ideal for someone earlier in their implementation or customer-facing career who is excited to learn, grow, and develop deep expertise in a complex product.
Youâll work with increasing independence over time with support from more senior Implementation Specialists and cross-functional partners. This role is designed as a pathway into the more senior Implementation Specialist role over time.
Role requirements:
Complex SaaS Implementation & Project Management: You have deep experience contributing to or owning implementation projects for complex SaaS products (actioning a defined project plan, communicating and aligning with stakeholders on progress, and ultimately delivering results in accordance with the agreed upon expectations). You feel comfortable independently owning your domain, as well as keeping customers accountable to theirs. You work effectively in a remote-first setting, with the ability to travel as needed (<5%) for strategic customer engagements.
Customer Centricity: You are adept at understanding enterprise customer needs and tailoring implementation configurations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication. You serve as the customerâs proactive guide and advocate related to technical configuration, balancing empathy and practicality throughout the implementation. Bonus points if you have prior familiarity with Talent Acquisition teams and processes.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies. You are technically curious and creative.
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. You anticipate how configuration decisions might impact customer goals, ask questions to validate options, and pair your recommendations with risk mitigation tactics.
Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Cross-functional Collaboration and Communication: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You proactively communicate progress and risks with internal and external stakeholders.
You could be a great fit if:
đYou strike the balance between collaborative teamwork with a strong ability to execute independently on a defined plan.
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 read between the lines of what customers share in order to identify core concepts, which allows you to surface the right tailored recommendations.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 are eager to make an impact and grow. You understand the critical role you play in a customerâs success, and seize opportunities to expand your impact for customers and the team.
You might not be a great fit if:
You are uninterested in customer-facing work that blends technical, operational, and interpersonal skills.
You are uncomfortable learning a complex product and adapting as it evolves.
You prefer roles that are purely strategic without hands-on execution.
Here are a few key points that should give you a sense of what itâs like to work with us:
We invest heavily in building best-in-class products, believing that great products make customer success easier and more meaningful.
We value deep expertise and thoughtful problem-solving in every customer interaction.
We believe small, highly capable teams outperform large teams â and we hire, support, and compensate accordingly.
We value ownership, principled thinking, and clear communication, regardless of tenure or level.
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 Strategic Implementations (Hiring Manager)
Take Home Exercise
30 min - Take Home Deep Dive Interview with 2 Strategic Implementation Specialists
Final Round:
30 min - Cross-functional collaboration with Head of Professional Services
30 min - Product Complexity 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.
","descriptionPlain":"IMPLEMENTATION CONSULTANT - EMEA\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 thoughtful execution.\n\nIâm thrilled to be expanding our implementation motion by hiring an Implementation Consultant. As part of our growing EMEA Professional Services team within Ashbyâs Customer Success organization, youâll play a critical part in helping customers bridge the gap between potential and actual value.\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Consultant you will own execution of the technical configuration for a defined set of new Ashby customers. During these implementations, you will partner closely with an Implementation Specialist to confirm customer requirements before leading the tailored configuration of native platform functionality. As initial configuration concludes, you will define and carry out a testing plan ahead of go-live. You will also document final configuration choices made to ensure visibility and allow for ongoing optimization post-launch.\n\nAs we scale, weâre investing in more specialized implementation roles to ensure customers get to value quickly. This role is ideal for someone earlier in their implementation or customer-facing career who is excited to learn, grow, and develop deep expertise in a complex product.\n\nYouâll work with increasing independence over time with support from more senior Implementation Specialists and cross-functional partners. This role is designed as a pathway into the more senior Implementation Specialist role over time.\n\nRole requirements:\n\n - Complex SaaS Implementation & Project Management: You have deep experience contributing to or owning implementation projects for complex SaaS products (actioning a defined project plan, communicating and aligning with stakeholders on progress, and ultimately delivering results in accordance with the agreed upon expectations). You feel comfortable independently owning your domain, as well as keeping customers accountable to theirs. You work effectively in a remote-first setting, with the ability to travel as needed (<5%) for strategic customer engagements.\n\n - Customer Centricity: You are adept at understanding enterprise customer needs and tailoring implementation configurations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication. You serve as the customerâs proactive guide and advocate related to technical configuration, balancing empathy and practicality throughout the implementation. Bonus points if you have prior familiarity with Talent Acquisition teams and processes.\n\n - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies. You are technically curious and creative.\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. You anticipate how configuration decisions might impact customer goals, ask questions to validate options, and pair your recommendations with risk mitigation tactics.\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 - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Cross-functional Collaboration and Communication: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You proactively communicate progress and risks with internal and external stakeholders.\n\nYou could be a great fit if:\n\n - đYou strike the balance between collaborative teamwork with a strong ability to execute independently on a defined plan.\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 read between the lines of what customers share in order to identify core concepts, which allows you to surface the right tailored recommendations.You http://recommendations.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 are eager to make an impact and grow. You understand the critical role you play in a customerâs success, and seize opportunities to expand your impact for customers and the team.\n\nYou might not be a great fit if:\n\n - You are uninterested in customer-facing work that blends technical, operational, and interpersonal skills.\n\n - You are uncomfortable learning a complex product and adapting as it evolves.\n\n - You prefer roles that are purely strategic without hands-on execution.\n\n\nOUR PHILOSOPHY:\n\nHere are a few key points that should give you a sense of what itâs like to work with us:\n\n - We invest heavily in building best-in-class products, believing that great products make customer success easier and more meaningful.\n\n - We value deep expertise and thoughtful problem-solving in every customer interaction.\n\n - We believe small, highly capable teams outperform large teams â and we hire, support, and compensate accordingly.\n\n - We value ownership, principled thinking, and clear communication, regardless of tenure or level.\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 Strategic Implementations (Hiring Manager)\n\n - Take Home Exercise\n\n - 30 min - Take Home Deep Dive Interview with 2 Strategic Implementation Specialists\n\n - Final Round:\n \n - 30 min - Cross-functional collaboration with Head of Professional Services\n \n - 30 min - Product Complexity 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."},{"id":"f40bfe31-2f1f-4b81-9b6f-4177f6b3f411","title":"Support Workforce Management Lead - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-01-30T22:08:13.856+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f40bfe31-2f1f-4b81-9b6f-4177f6b3f411","applyUrl":"https://jobs.ashbyhq.com/ashby/f40bfe31-2f1f-4b81-9b6f-4177f6b3f411/application","descriptionHtml":"Hi! Iâm Allie, Head of Support at Ashby. đ As our Support organization continues to scale globally, one of the most critical levers for delivering an exceptional customer experience is ensuring we have the right capacity, in the right places, at the right times, without sacrificing flexibility, quality, or humanity.
Thatâs why weâre excited to hire our first Workforce Management Lead at Ashby.
This is not a traditional WFM role in a call center environment. Our Support team is highly tenured, deeply technical, and made up of thoughtful practitioners who regularly contribute beyond tickets by partnering on projects, enabling self-service, shaping tooling, and influencing product direction. Your role will be to design and own the systems that allow this team to do their best work while still meeting our SLA commitments as customer needs evolve.
This role is for someone who loves forecasting and capacity planning, but also thrives in ambiguity, enjoys creative problem-solving, and sees WFM as a strategic function, rather than a compliance exercise.
About the Role:
As the Workforce Management Lead, youâll build Ashbyâs WFM function from the ground up. Youâll own forecasting, capacity modeling, and schedule design across a global Support organization, ensuring we can meet SLAs while remaining flexible enough to experiment with new channels, offerings, and ways of working.
Youâll partner closely with Support Leadership and Support Operations to translate business goals into practical staffing plans. Youâll balance data rigor with human judgment while recognizing that our teamâs expertise is a feature, not a constraint, and that great workforce planning enables impact beyond ticket queues.
Since this is a brand-new function, youâll have significant influence over how WFM operates at Ashby, setting the foundation for a scalable, adaptable, and people-centric approach.
Role Responsibilities:
Own short- and long-term forecasting models across regions, channels, and customer segments.
Translate growth projections, seasonality, and product changes into actionable capacity plans.
Model multiple scenarios (e.g. new channels, enterprise coverage shifts, project allocations) to support informed decision-making.
Design and maintain global schedules that align required coverage with our headcount and skill distribution.
Partner with Support Managers to evolve schedules as the team grows, regions expand, and needs change.
Ensure coverage plans support SLA attainment as part of a holistic vision of Support success.
Work with a tenured, trusted Support team where flexibility, judgment, and expertise are expected.
Enable Support team members to contribute to projects, experiments, and cross-functional initiatives while maintaining customer commitments.
Help leadership understand tradeoffs between capacity, quality, and strategic investment.
Build and maintain dashboards and models that provide visibility into capacity health, risk, and opportunity.
Surface insights that inform hiring plans, regional strategy, and operational priorities.
Continuously refine assumptions and models as customer behavior and support delivery evolve.
Partner closely with Support Leadership, Operations, Enablement, and Product to align workforce planning with company goals.
Act as a thought partner in conversations about new support offerings, channel experiments, and service levels.
Advocate for sustainable, human-centered workforce decisions that scale with the business.
Experience in Workforce Management, capacity planning, or operational planning in a Support, CX, or technical services environment.
Strong understanding of forecasting methodologies, staffing models, and coverage strategies.
Comfort operating without an existing WFM playbook and building systems from scratch.
Highly analytical with the ability to turn complex data into clear insights and recommendations.
Skilled at building models that account for uncertainty, variability, and change.
Experience working with Support metrics and SLAs in a nuanced, non-mechanical way.
Deep respect for the expertise of Support professionals and an appreciation for flexible, trust-based environments.
Strong communicator who can explain tradeoffs and recommendations to technical and non-technical stakeholders.
Comfortable partnering across leadership levels.
You Should Apply If:
You love using data to solve ambiguous problems and inform strategic decisions.
You see WFM as an enabling function, not a policing one.
You enjoy designing systems that can evolve as the business changes.
Youâre excited to partner with experienced, Technical Support professionals who value autonomy and impact.
Youâre motivated by building something foundational that will shape how Support scales long-term.
You should not apply if:
Youâre looking for a traditional call-center WFM environment focused primarily on schedule adherence.
You prefer fixed rules and static models over iteration and experimentation.
Youâre uncomfortable operating in ambiguity or building structure where none exists.
You believe there is one âcorrectâ way to staff or forecast 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
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.
","descriptionPlain":"Hi! Iâm Allie https://www.linkedin.com/in/allie-hurley-75557b89/, Head of Support at Ashby. đ As our Support organization continues to scale globally, one of the most critical levers for delivering an exceptional customer experience is ensuring we have the right capacity, in the right places, at the right times, without sacrificing flexibility, quality, or humanity.\n\nThatâs why weâre excited to hire our first Workforce Management Lead at Ashby.\n\nThis is not a traditional WFM role in a call center environment. Our Support team is highly tenured, deeply technical, and made up of thoughtful practitioners who regularly contribute beyond tickets by partnering on projects, enabling self-service, shaping tooling, and influencing product direction. Your role will be to design and own the systems that allow this team to do their best work while still meeting our SLA commitments as customer needs evolve.\n\nThis role is for someone who loves forecasting and capacity planning, but also thrives in ambiguity, enjoys creative problem-solving, and sees WFM as a strategic function, rather than a compliance exercise.\n\nAbout the Role:\n\nAs the Workforce Management Lead, youâll build Ashbyâs WFM function from the ground up. Youâll own forecasting, capacity modeling, and schedule design across a global Support organization, ensuring we can meet SLAs while remaining flexible enough to experiment with new channels, offerings, and ways of working.\n\nYouâll partner closely with Support Leadership and Support Operations to translate business goals into practical staffing plans. Youâll balance data rigor with human judgment while recognizing that our teamâs expertise is a feature, not a constraint, and that great workforce planning enables impact beyond ticket queues.\n\nSince this is a brand-new function, youâll have significant influence over how WFM operates at Ashby, setting the foundation for a scalable, adaptable, and people-centric approach.\n\nRole Responsibilities:\n\n\nFORECASTING & CAPACITY PLANNING\n\n - Own short- and long-term forecasting models across regions, channels, and customer segments.\n\n - Translate growth projections, seasonality, and product changes into actionable capacity plans.\n\n - Model multiple scenarios (e.g. new channels, enterprise coverage shifts, project allocations) to support informed decision-making.\n\n\nSCHEDULING & COVERAGE STRATEGY\n\n - Design and maintain global schedules that align required coverage with our headcount and skill distribution.\n\n - Partner with Support Managers to evolve schedules as the team grows, regions expand, and needs change.\n\n - Ensure coverage plans support SLA attainment as part of a holistic vision of Support success.\n\n\nSTRATEGIC ENABLEMENT (NOT JUST ADHERENCE)\n\n - Work with a tenured, trusted Support team where flexibility, judgment, and expertise are expected.\n\n - Enable Support team members to contribute to projects, experiments, and cross-functional initiatives while maintaining customer commitments.\n\n - Help leadership understand tradeoffs between capacity, quality, and strategic investment.\n\n\nDATA, INSIGHTS & DECISION SUPPORT\n\n - Build and maintain dashboards and models that provide visibility into capacity health, risk, and opportunity.\n\n - Surface insights that inform hiring plans, regional strategy, and operational priorities.\n Continuously refine assumptions and models as customer behavior and support delivery evolve.\n\n\nCROSS-FUNCTIONAL PARTNERSHIP\n\n - Partner closely with Support Leadership, Operations, Enablement, and Product to align workforce planning with company goals.\n\n - Act as a thought partner in conversations about new support offerings, channel experiments, and service levels.\n\n - Advocate for sustainable, human-centered workforce decisions that scale with the business.\n\n\nROLE REQUIREMENTS\n\n\nWORKFORCE MANAGEMENT EXPERTISE\n\n - Experience in Workforce Management, capacity planning, or operational planning in a Support, CX, or technical services environment.\n\n - Strong understanding of forecasting methodologies, staffing models, and coverage strategies.\n\n - Comfort operating without an existing WFM playbook and building systems from scratch.\n\n\nSYSTEMS & ANALYTICAL THINKING\n\n - Highly analytical with the ability to turn complex data into clear insights and recommendations.\n\n - Skilled at building models that account for uncertainty, variability, and change.\n Experience working with Support metrics and SLAs in a nuanced, non-mechanical way.\n\n\nCOLLABORATIVE & 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 explain tradeoffs and recommendations to technical and non-technical stakeholders.\n\n - Comfortable partnering across leadership levels.\n\nYou Should Apply If:\n\n - You love using data to solve ambiguous problems and inform strategic decisions.\n\n - You see WFM as an enabling function, not a policing one.\n\n - You enjoy designing systems that can evolve as the business changes.\n\n - Youâre excited to partner with experienced, Technical Support professionals who value autonomy and impact.\n\n - Youâre motivated by building something foundational that will shape how Support scales long-term.\n\nYou should not apply if:\n\n - Youâre looking for a traditional call-center WFM environment focused primarily on schedule adherence.\n\n - You prefer fixed rules and static models over iteration and experimentation.\n\n - Youâre uncomfortable operating in ambiguity or building structure where none exists.\n\n - You believe there is one âcorrectâ way to staff or forecast Support.\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\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\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."},{"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":[],"publishedAt":"2026-04-16T15:37:29.449+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.
","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\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\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."},{"id":"3c716df1-9701-4453-abb2-cc2ee803cee7","title":"Content Lead, EMEA Courses & Events","department":"Marketing","team":"Marketing","employmentType":"FullTime","location":"Remote - European Union","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}}],"publishedAt":"2026-05-08T23:31:37.095+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/3c716df1-9701-4453-abb2-cc2ee803cee7","applyUrl":"https://jobs.ashbyhq.com/ashby/3c716df1-9701-4453-abb2-cc2ee803cee7/application","descriptionHtml":"Hi, Iâm Anum, Head of Content & Community here at Ashby. I joined Ashby in 2023 to develop and lead our content marketing strategy. From producing endless content formats in the pre-IPO days of HubSpot to running (and later selling) my own media startup, my 12+ years in the industry have been filled with opportunities to push the needle of how content should evolve within an organization. Iâm fortunate to be at a company where leadership is fully bought into the value of content and where written communication skills are a requirement for everyone who joins the marketing team. This allows me to avoid the gloom of a service-oriented content team that is simply shipping blindly and managing copywriting requests to instead building a one-of-kind strategic team that owns key content pillars including our Talent Trends Report, Offer Accepted Podcast, and our very exciting premium Courses & Events content such as the full slate of programming at Ashby One.
For this role, weâre looking for an ambitious content lead who enjoys owning presentation-style formats and is open to the challenge of a unique role at the intersection of brand, community, and content. You will immediately own the full programming for Ashby One London, take over and scale our talent leader courses for the EMEA region, and build on the development of our events content strategy in partnership with Elizabel Riggs, who owns this work in AMER. Elizabel has already been piloting programming in EMEA and set the foundation to continue building on.
In true startup fashion, my 2.5 years at Ashby has seen a range of projects outside the traditional content role, from developing our annual company Keynote to leading PR for our Series C raise. Iâve also made the active choice to continue being the only pseudo copywriter on the team, which may surprise some. I share this all to reflect the special team weâre building at Ashby: one filled with people who are just as passionate about untangling big, complex challenges as they are about rolling up their sleeves to do the critical foundational work that enables us to stand out in our space. I promise to be right in the weeds with you to solve projects big and small together.
What youâll be responsible for in this role
Youâll quickly jump into the full content roadmap and development of assets for our upcoming EMEA conferences and events. This includes deeply understanding our target audience, pulling from our growing roster of internal and external experts for speakers, and ultimately building the end content that will be presented with brand design support from our in-house designer. This responsibility isnât simply executing on the creation of decks, but being the strategic owner of how Ashbyâs library of content stays extremely relevant for the fast-moving industry and comes to life in a way that captives our community â a bar we have set and maintained across all content initiatives so far.
Youâll scale our existing program experiments for courses and certifications. We often operate in sprints on our team to provide the headspace to tackle something big and new. Recent sprints included the researching and running of our inaugural courses for two of our strongest ICPs. One of these is only AMER based while the other has been tested virtually in EMEA. We want you to scale these programs, keeping the content relevant each cycle, and engaging directly with our core community to provide valuable content resources regardless of whether they are using Ashby.
Develop a deep understanding of our customer. Everyone on the team listens to customer calls weekly to be close to our ICP and ensure that our content reflects and directly supports their needs.
Follow your intuition over playbooks (itâs one of our 10 Operating Principles). We rarely follow traditional content playbooks or look at what competitors are writing about. We believe in knowing our customer closely and evolving our work to meet their needs â even if that means trying something never been done or that historically hasnât worked. While itâs helpful to bring knowledge of past content programs youâve run, we encourage you to think freely and build confidence in your intuition.
Own all the operational work around your content programs. Everyone on the marketing team writes their own copy for social media, landing pages, working with RevOps on target lists, emails, and beyond. We expect you to be an end-to-end marketer who can strategically drive your work forward versus rely on others to fill in the gaps.
Work closely with Partnerships, Events, and Community on the marketing team. Collaborate with team members to ensure alignment on goals, campaign approaches, and processes.
You will probably love this role if
Youâre a builder at heart. While there will be a roadmap of work to jump into, thriving at Ashby comes with an openness to tackle the unknown and build for the best outcome.
You love working in Google Slides and being a systems thinker to visualize important frameworks, concepts, and ideas for easy understanding.
You have been close to or have direct experience with product marketing. While the core is content, understanding a SaaS product and being able to naturally weave in product understanding to the assets built will be key.
You work autonomously while knowing when to raise a hand for help or brainstorming.
You are crafty at repurposing. Hopefully reading the main responsibilities already started turning your wheels on how youâll repurpose content across your work and pull from what is already being done on the team to have the most impact while operating efficiently.
You embrace new technologies to enhance productivity and efficiency. This means not being afraid to use AI tools to enable you to be more productive.
You are able to develop a deep understanding of which topics resonate with the respective audience, and use personalization tools and strong writing to craft copy for various channels.
This role is not for you if
Your main method of content success is high volume publishing. While we work at a high capacity, we are not a traditional content machine that creates without thinking through the strategic value of our outputs.
You rely solely on SEO to do your research. We care about staying on top of what is top of mind for our ICP and investing time in getting to know our customer.
You are not interested in learning SaaS products. While we do not expect you to be a product expert, consistently learning about the Ashby platform and its unique differentiations to weave seamlessly into your work will be key to being successful on this time. In this role youâll be expected to spend time with our customers and learn our product well enough to do a sales demo confidently.
You operate solely off specific traffic or lead gen KPIs. While our team sets goals and holds ourselves accountable to a high standard, we do not set arbitrary traffic or lead goals as the driving force of success. We develop the best content in the space and let our demand gen partners in marketing to have the best content for any need.
You want a traditional content career. This role sits at the intersection of brand, content, and community and is a unique opportunity to flex into all three.
You struggle to work independently. While we love to collaborate across the team, we are an autonomous, low meeting culture. This requires ownership of your time, self-deadlining tasks versus relying on stand ups, and being the main owner of pushing your work forward..
Interview Plan
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 project working sessions. Our interview process is:
30-minute intro call with Recruiting
45-minute interview with Anum Hussain (Hiring Manager)
30-minute interview with Elizabel Riggs, Content Lead - Courses & Events
A take home assignment which youâll have 1 hour to discuss with the hiring team
A virtual on-site of 1 hour with a panel of interviewers from our Marketing team â Shannon, Community Lead, Kat Director, Partnerships
A 30 minute final round with a member of Ashbyâs executive team
Benefits
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 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.
","descriptionPlain":"Hi, Iâm Anum https://www.linkedin.com/in/anumhussain/, Head of Content & Community here at Ashby. I joined Ashby in 2023 to develop and lead our content marketing strategy. From producing endless content formats in the pre-IPO days of HubSpot to running (and later selling) my own media startup, my 12+ years in the industry have been filled with opportunities to push the needle of how content should evolve within an organization. Iâm fortunate to be at a company where leadership is fully bought into the value of content and where written communication skills are a requirement for everyone who joins the marketing team. This allows me to avoid the gloom of a service-oriented content team that is simply shipping blindly and managing copywriting requests to instead building a one-of-kind strategic team that owns key content pillars including our Talent Trends Report https://www.ashbyhq.com/talent-trends-report, Offer Accepted Podcast https://www.ashbyhq.com/podcast, and our very exciting premium Courses & Events content such as the full slate of programming at Ashby One https://www.ashbyhq.com/ashby-one/2025.\n\nFor this role, weâre looking for an ambitious content lead who enjoys owning presentation-style formats and is open to the challenge of a unique role at the intersection of brand, community, and content. You will immediately own the full programming for Ashby One London, take over and scale our talent leader courses for the EMEA region, and build on the development of our events content strategy in partnership with Elizabel Riggs https://www.linkedin.com/in/elizabel/, who owns this work in AMER. Elizabel has already been piloting programming in EMEA and set the foundation to continue building on.\n\nIn true startup fashion, my 2.5 years at Ashby has seen a range of projects outside the traditional content role, from developing our annual company Keynote to leading PR for our Series C raise. Iâve also made the active choice to continue being the only pseudo copywriter on the team, which may surprise some. I share this all to reflect the special team weâre building at Ashby: one filled with people who are just as passionate about untangling big, complex challenges as they are about rolling up their sleeves to do the critical foundational work that enables us to stand out in our space. I promise to be right in the weeds with you to solve projects big and small together.\n\nWhat youâll be responsible for in this role\n\n 1. Youâll quickly jump into the full content roadmap and development of assets for our upcoming EMEA conferences and events. This includes deeply understanding our target audience, pulling from our growing roster of internal and external experts for speakers, and ultimately building the end content that will be presented with brand design support from our in-house designer. This responsibility isnât simply executing on the creation of decks, but being the strategic owner of how Ashbyâs library of content stays extremely relevant for the fast-moving industry and comes to life in a way that captives our community â a bar we have set and maintained across all content initiatives so far.\n\n 2. Youâll scale our existing program experiments for courses and certifications. We often operate in sprints on our team to provide the headspace to tackle something big and new. Recent sprints included the researching and running of our inaugural courses for two of our strongest ICPs. One of these is only AMER based while the other has been tested virtually in EMEA. We want you to scale these programs, keeping the content relevant each cycle, and engaging directly with our core community to provide valuable content resources regardless of whether they are using Ashby.\n\n 3. Develop a deep understanding of our customer. Everyone on the team listens to customer calls weekly to be close to our ICP and ensure that our content reflects and directly supports their needs.\n\n 4. Follow your intuition over playbooks (itâs one of our 10 Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#1---apply-principled-thinking-(over-experience)). We rarely follow traditional content playbooks or look at what competitors are writing about. We believe in knowing our customer closely and evolving our work to meet their needs â even if that means trying something never been done or that historically hasnât worked. While itâs helpful to bring knowledge of past content programs youâve run, we encourage you to think freely and build confidence in your intuition.\n\n 5. Own all the operational work around your content programs. Everyone on the marketing team writes their own copy for social media, landing pages, working with RevOps on target lists, emails, and beyond. We expect you to be an end-to-end marketer who can strategically drive your work forward versus rely on others to fill in the gaps.\n\n 6. Work closely with Partnerships, Events, and Community on the marketing team. Collaborate with team members to ensure alignment on goals, campaign approaches, and processes.\n\nYou will probably love this role if\n\n - Youâre a builder at heart. While there will be a roadmap of work to jump into, thriving at Ashby comes with an openness to tackle the unknown and build for the best outcome.\n\n - You love working in Google Slides and being a systems thinker to visualize important frameworks, concepts, and ideas for easy understanding.\n\n - You have been close to or have direct experience with product marketing. While the core is content, understanding a SaaS product and being able to naturally weave in product understanding to the assets built will be key.\n\n - You work autonomously while knowing when to raise a hand for help or brainstorming.\n\n - You are crafty at repurposing. Hopefully reading the main responsibilities already started turning your wheels on how youâll repurpose content across your work and pull from what is already being done on the team to have the most impact while operating efficiently.\n\n - You embrace new technologies to enhance productivity and efficiency. This means not being afraid to use AI tools to enable you to be more productive.\n\n - You are able to develop a deep understanding of which topics resonate with the respective audience, and use personalization tools and strong writing to craft copy for various channels.\n\nThis role is not for you if\n\n - Your main method of content success is high volume publishing. While we work at a high capacity, we are not a traditional content machine that creates without thinking through the strategic value of our outputs.\n\n - You rely solely on SEO to do your research. We care about staying on top of what is top of mind for our ICP and investing time in getting to know our customer.\n\n - You are not interested in learning SaaS products. While we do not expect you to be a product expert, consistently learning about the Ashby platform and its unique differentiations to weave seamlessly into your work will be key to being successful on this time. In this role youâll be expected to spend time with our customers and learn our product well enough to do a sales demo confidently.\n\n - You operate solely off specific traffic or lead gen KPIs. While our team sets goals and holds ourselves accountable to a high standard, we do not set arbitrary traffic or lead goals as the driving force of success. We develop the best content in the space and let our demand gen partners in marketing to have the best content for any need.\n\n - You want a traditional content career. This role sits at the intersection of brand, content, and community and is a unique opportunity to flex into all three.\n\n - You struggle to work independently. While we love to collaborate across the team, we are an autonomous, low meeting culture. This requires ownership of your time, self-deadlining tasks versus relying on stand ups, and being the main owner of pushing your work forward..\n\nInterview Plan\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 project working sessions. Our interview process is:\n\n 1. 30-minute intro call with Recruiting\n\n 2. 45-minute interview with Anum Hussain (Hiring Manager)\n\n 3. 30-minute interview with Elizabel Riggs, Content Lead - Courses & Events\n\n 4. A take home assignment which youâll have 1 hour to discuss with the hiring team\n\n 5. A virtual on-site of 1 hour with a panel of interviewers from our Marketing team â Shannon https://www.linkedin.com/in/shannonogborn/, Community Lead, Kat https://www.linkedin.com/in/katfergerson/ Director, Partnerships\n\n 6. A 30 minute final round with a member of Ashbyâs executive team\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 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."},{"id":"c09f271f-7754-4277-8dc1-d69978b092fe","title":"Director of People","department":"People & Talent","team":"People & Talent","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[],"publishedAt":"2026-04-25T00:43:07.833+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/c09f271f-7754-4277-8dc1-d69978b092fe","applyUrl":"https://jobs.ashbyhq.com/ashby/c09f271f-7754-4277-8dc1-d69978b092fe/application","descriptionHtml":"Youâre an exceptional People Leader who has experience building out the People function of a hyper growth scale up. You have led a People team of ~15 or more and are excited to join an earlier stage company where youâll build back up to that team size, and more, over time. Initially you will lead an organisation of ~6. This role gets you behind the curtain of HR technology, enabling you to geek out at the intersection of People technology, process and data. You care so deeply about excellence with the People function that it makes you outspoken with your well founded perspectives compared to the majority of HR professionals and you would relish constantly experimenting with better ways to do Human Resources.
Hi đđŒ I'm Jim, the VP of People and Talent at Ashby. Iâve been lucky enough to have been in roles that change the landscape of the TA technology, been exposed to massive hiring data sets and been tasked with reimagining TA processes across a wide range of company stages. I joined Ashby to continue this work and to be a disruptor in how companies hire and support great people because I truly believe that People teams can do a better job of serving our applicant pools and employees. Reimagining typical HR practices will be a key element to this role.
Iâm looking for a thought leader on the HR side of our People function. This role will set the foundation for how we scale Ashby as a company. You will review all our existing People practices and drive the change for what we need now and into the future. That includes polish to process change, HR systems selection and implementation, data analytics, and of course, documentation. You are an expert at communicating; able to influence scaled change across the company without thrash.
This role will evolve based on the growth of Ashby, so comfort with ambiguity is important. This is not your run-of-the-mill People Operations or HR Leader role, In addition to your core internal responsibilities, youâll become an expert on our world class people technology suite, to become an external thought leader. You will be called upon to speak with customers and Product Managers, to talk at conferences and to write compelling content for an audience of People professionals and Hiring Managers.
Leading a People team can be extremely different by company. This section should help you decide if this role is for you.
Youâve built and led a people team to support a SaaS company that is scaling from ~500 to over 1000 employees
You are intrigued by where else in the People tech stack we might take the company. We are at a moment in time where technology is impacting people in every aspect of work. Youâre excited to be at the centre of that.
You build exceptional process, people and environments
You have excellent communication skills â we value clear and concise communication
You understand myriad stakeholders and their motivations (what matters to a Head of Department may be distinct from what matters to an individual contributor; you can help each achieve their goals)
Youâre willing to craft solutions for both the tactical (e.g. help solve an onboarding issue) to the strategic (e.g. scaling from 500-1000 employees)
You have high standards and are comfortable holding others accountable by setting clear expectations, especially relevant to secure alignment across stakeholders
You have a high level of empathy for our employees â their pain is our pain
You are comfortable and capable playing HRBP where necessary and you also have deep experience or specialisation in a typical people function (e.g. Total Rewards)
You are excited to shape our People team and by this point in this JD your brain already has a vision of what youâll do
You havenât led an experienced team of 10+ before
You prefer defined structure and are not excited by ambiguity or amorphous opportunities
You prefer to spend your time focused on one or two priorities and are not comfortable context switching across several focus areas
You want to impose HR on the employee base rather than building an environment where HR is there when needed.
You are uneasy holding colleagues accountable or otherwise serving as arbitrator when competing opinions are presented
You have difficulty setting boundaries and tend to default to a âyesâ stance
You are not interested in a role where you take on less interesting or visible work alongside the really fun stuff
You donât believe in the opportunity and challenges set by a remote & asynchronous workforce.
Team Leadership: Leading our People function comprising of an HRPB team, HR Generalist team and our team of People Specialists
Documentation: Creating and improving all of our people focused documentation
Process and functional Improvement: âImplement Continuous improvementâ is one of our Operating Principles. âWe hold ourselves to a very high standard, which is: thereâs always a better way!â. Donât think of this as small iterations over time, for example, weâre currently overhauling Total Rewards and restructuring the employment for cohorts of our our overseas employees by setting up local entities in key regions.
Performance Management: Create and operationalize performance processes and develop frameworks for evaluating and growing talent.
New Initiatives: As we scale we will need a wider variety of people services, practices and processes.
Events: Your team is responsible for the annual company offsite (previously held in Cancun), departmental offsites (GTM Kick Offs, Engineering/Product/Design offsites) and team offsites.
Ashby Product: Partnering closely with the Product Team to distill your observations into tangible feedback. To help scale your efforts, we'll aim to resolve pain points and increase your influence with documentation; you'll be able to contribute on both of these fronts as the Voice of the Customer with a pedagogical slant. Youâll be involved in early deployment and testing of features whilst ensuring all new functionality is effectively utilized internally after release
Compliance: Ensure HR policies and practices comply with all applicable laws in regions where Ashby has employees. Maintain accurate employee records and documentation. Support audits and reporting requirements, and help develop training and communication to keep the organization aligned with legal and regulatory standards.
Operational Efficiency: Automation, AI deployment and efficient processes are critical to how we will scale Ashby. Your role will be to help ensure maximum impact of potential efficiency gains
Hiring Manager interview with Jim - 60 minutes
Meet a Founder - 30 minutes with Benji
Take Home Challenge and presentation with Jim and Benji
Final Panel:
Partnering with an Org Leader Interview with Mike - 30 minutes
Finance and Data Interview with Shane and Kevin - 30 minutes
People/HR Interview - with Hannah 30 minutes
Leadership Interview with Kelsey or Abhik - 30 minutes
Your Recruiter
Your Recruiter will be me! I will be your main point of contact and Iâll help prepare you for interviews.
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.
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.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have over 4,000 amazing customers - yet we've only taken the first steps toward a much larger opportunity. 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, and a 3% 401k match
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.
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.
","descriptionPlain":"OVERVIEW\n\nYouâre an exceptional People Leader who has experience building out the People function of a hyper growth scale up. You have led a People team of ~15 or more and are excited to join an earlier stage company where youâll build back up to that team size, and more, over time. Initially you will lead an organisation of ~6. This role gets you behind the curtain of HR technology, enabling you to geek out at the intersection of People technology, process and data. You care so deeply about excellence with the People function that it makes you outspoken with your well founded perspectives compared to the majority of HR professionals and you would relish constantly experimenting with better ways to do Human Resources.\n\n\nABOUT THE ROLE\n\nHi đđŒ I'm Jim https://www.linkedin.com/in/jmmmmmmmmmmmmmmmmmmmm/, the VP of People and Talent at Ashby. Iâve been lucky enough to have been in roles that change the landscape of the TA technology, been exposed to massive hiring data sets and been tasked with reimagining TA processes across a wide range of company stages. I joined Ashby to continue this work and to be a disruptor in how companies hire and support great people because I truly believe that People teams can do a better job of serving our applicant pools and employees. Reimagining typical HR practices will be a key element to this role.\n\nIâm looking for a thought leader on the HR side of our People function. This role will set the foundation for how we scale Ashby as a company. You will review all our existing People practices and drive the change for what we need now and into the future. That includes polish to process change, HR systems selection and implementation, data analytics, and of course, documentation https://www.ashbyhq.com/blog/culture/thoughtful-communication. You are an expert at communicating; able to influence scaled change across the company without thrash.\n\nThis role will evolve based on the growth of Ashby, so comfort with ambiguity is important. This is not your run-of-the-mill People Operations or HR Leader role, In addition to your core internal responsibilities, youâll become an expert on our world class people technology suite, to become an external thought leader. You will be called upon to speak with customers and Product Managers, to talk at conferences and to write compelling content for an audience of People professionals and Hiring Managers.\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY:\n\nLeading a People team can be extremely different by company. This section should help you decide if this role is for you.\n\n - Youâve built and led a people team to support a SaaS company that is scaling from ~500 to over 1000 employees\n\n - You are intrigued by where else in the People tech stack we might take the company. We are at a moment in time where technology is impacting people in every aspect of work. Youâre excited to be at the centre of that.\n\n - You build exceptional process, people and environments\n\n - You have excellent communication skills â we value clear and concise communication\n\n - You understand myriad stakeholders and their motivations (what matters to a Head of Department may be distinct from what matters to an individual contributor; you can help each achieve their goals)\n\n - Youâre willing to craft solutions for both the tactical (e.g. help solve an onboarding issue) to the strategic (e.g. scaling from 500-1000 employees)\n\n - You have high standards and are comfortable holding others accountable by setting clear expectations, especially relevant to secure alignment across stakeholders\n\n - You have a high level of empathy for our employees â their pain is our pain\n\n - You are comfortable and capable playing HRBP where necessary and you also have deep experience or specialisation in a typical people function (e.g. Total Rewards)\n\n - You are excited to shape our People team and by this point in this JD your brain already has a vision of what youâll do\n\n\nYOU MIGHT NOT BE A GREAT FIT IF:\n\n - You havenât led an experienced team of 10+ before\n\n - You prefer defined structure and are not excited by ambiguity or amorphous opportunities\n\n - You prefer to spend your time focused on one or two priorities and are not comfortable context switching across several focus areas\n\n - You want to impose HR on the employee base rather than building an environment where HR is there when needed.\n\n - You are uneasy holding colleagues accountable or otherwise serving as arbitrator when competing opinions are presented\n\n - You have difficulty setting boundaries and tend to default to a âyesâ stance\n\n - You are not interested in a role where you take on less interesting or visible work alongside the really fun stuff\n\n - You donât believe in the opportunity and challenges set by a remote & asynchronous workforce.\n\n\nYOUâLL WORK ON:\n\n - Team Leadership: Leading our People function comprising of an HRPB team, HR Generalist team and our team of People Specialists\n\n - Documentation: Creating and improving all of our people focused documentation\n\n - Process and functional Improvement: âImplement Continuous improvementâ is one of our Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#the-problem-with-values. âWe hold ourselves to a very high standard, which is: thereâs always a better way!â. Donât think of this as small iterations over time, for example, weâre currently overhauling Total Rewards and restructuring the employment for cohorts of our our overseas employees by setting up local entities in key regions.\n\n - Performance Management: Create and operationalize performance processes and develop frameworks for evaluating and growing talent.\n\n - New Initiatives: As we scale we will need a wider variety of people services, practices and processes.\n\n - Events: Your team is responsible for the annual company offsite (previously held in Cancun), departmental offsites (GTM Kick Offs, Engineering/Product/Design offsites) and team offsites.\n\n - Ashby Product: Partnering closely with the Product Team to distill your observations into tangible feedback. To help scale your efforts, we'll aim to resolve pain points and increase your influence with documentation; you'll be able to contribute on both of these fronts as the Voice of the Customer with a pedagogical slant. Youâll be involved in early deployment and testing of features whilst ensuring all new functionality is effectively utilized internally after release\n\n - Compliance: Ensure HR policies and practices comply with all applicable laws in regions where Ashby has employees. Maintain accurate employee records and documentation. Support audits and reporting requirements, and help develop training and communication to keep the organization aligned with legal and regulatory standards.\n\n - Operational Efficiency: Automation, AI deployment and efficient processes are critical to how we will scale Ashby. Your role will be to help ensure maximum impact of potential efficiency gains\n\n\nINTERVIEW PROCESS\n\n - Hiring Manager interview with Jim - 60 minutes\n\n - Meet a Founder - 30 minutes with Benji\n\n - Take Home Challenge and presentation with Jim and Benji\n\n - Final Panel:\n \n - Partnering with an Org Leader Interview with Mike - 30 minutes\n \n - Finance and Data Interview with Shane and Kevin - 30 minutes\n \n - People/HR Interview - with Hannah 30 minutes\n \n - Leadership Interview with Kelsey or Abhik - 30 minutes\n\nYour Recruiter\nYour Recruiter will be me! I will be your main point of contact and Iâll help prepare you for interviews.\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\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\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have over 4,000 amazing customers - yet we've only taken the first steps toward a much larger opportunity. In short, it's the perfect time to join! đ\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, and a 3% 401k match\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\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."},{"id":"151f2354-5058-48f5-a2cc-f92c756da5af","title":"Staff IT Engineer","department":"Security & IT","team":"IT","employmentType":"FullTime","location":"Remote - US","secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Remote - European Union","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-04-27T13:22:02.235+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/151f2354-5058-48f5-a2cc-f92c756da5af","applyUrl":"https://jobs.ashbyhq.com/ashby/151f2354-5058-48f5-a2cc-f92c756da5af/application","descriptionHtml":"Hey! My name is John and I started here at Ashby as IT Manager around 6 months ago, excited to meet you! In that time Ashby has grown from ~250 to 320 folks and the scope of what weâre doing in IT has expanded, with this role we hope to continue the steep trajectory for the team and the world-class support for the company.
Currently the IT team here is just me, we want to grow that team to keep giving the Ashby team world-class service and the most automated, delightful technology to work with during their time at Ashby.
All the responsibilities and requirements are outlined below so have a look. Some points to consider as youâre reading through:
This job spec might look familiar, we previously opened this role as Senior ~2 months ago. After seeing some great candidates (and lots of progress internally with the scope of IT) it became clear we need more than we should expect at a Senior in terms of demonstrated experience and technical ability. We've updated the role and compensation and we're looking to find someone with deeper technical and \"foundational\" experience than would be expected at a Senior level.
This is fundamentally a technical role which will become the pivotal role in a larger team as we continue to scale. That means youâll be chatting and helping other Ashby folks directly just as much as you will be throwing JSON blobs around between APIs. Weâre looking for someone who is comfortable doing both.
As folks in IT we strongly believe in technology as a great enabling force. Weâre always looking for novel ways to tackle problems at the fundamental level and that means weâre looking for someone who sees the world a little differently. You should be able to provide clear examples from previous experience of what innovation and technical excellence can look like in the IT/Client Engineering space.
Finally, the problems we help people tackle daily are as much emotional as they are technical. Whilst itâs great to be able to provide the best technical solution to an issue we strive to be able to deliver emotional catharsis alongside this. That means listening to people, meeting them where they are and providing the reassurance, empathy and the genuine human connection that every great support interaction should have.
Iâm the hiring manager for this role and would be the manager for the successful candidate as well. If you want to learn a little more of my background I have a public about me page youâre welcome to look through!
Own and fix customer issues from ingest through to resolution, whether thatâs a one-time fix or a deeply technical project affecting the whole org
Offer, advocate and then implement best practices for an IT function that is securely creating the most productive workforce in the world
Own projects across device management (think Kandji, Crowdstrike), identity management (think Okta, Google Workspace), hardware logistics (think laptop shipping, accessories lifecycle) and user lifecycle (onboarding, offboarding and user changes) to automate manual process and reduce our touchpoints to solely those where the human interaction matters
Contribute to creating a cohesive, performant and scalable event-driven backend, making data shifting across the business effortless and easy to adopt everywhere.
A strong belief that end user support is an equally important part of being a well-rounded engineer as building world-class automations
Deep experience - that means being able to show detailed, specific knowledge and broader architectural understanding - across relevant IT systems (device management, identity management)
Demonstrated experience of automating the interplay between IT systems and other internal systems, that means handling APIs, MCP servers and glue-code for making disparate systems talk
Comfort and interest in helping build a stateless internal backend composed of Typescript services, pub/sub queues and APIs for both downstream and upstream applications
Desire to work in and help build a small team of experts with an open, engaged and radically efficient profile
The ambition to challenge norms and build for scale and flexibility outside of the expected
The humility to accept the thoughts and emotions of others as valuable before your own and be vulnerable in front of others
The wisdom to know when itâs best to apply the above
Experience in exactly our tech stack. Whilst strong is expected, we're looking for systems knowledge first, experience in certain specific platforms a distant second
A specific timezone. Whilst US timezones are preferred to help us cover a gap in our current coverage this is not a requirement, we're remote-friendly and can hire across Europe, the UK and US and other countries for the right candidate. Salaries outside of the US would be location-dependent. We will sponsor visas where possible for the right candidate.
Helping end users with their everyday issues, tracing those back to root causes and rolling out fixes that are structural and lasting
Leading the initiative to build an internal backend that allows for moving data and performing business logic between systems in a way that's scalable, auditable, testable and production-grade
Using Terraform and Git to make our critical systems (device management, IAM) transparent, self-documenting, audit-ready and auto-deployed
Defining and implementing authentication rules for users that tie directly and elegantly to the governing policies whilst providing industry-leading security
Building out role-based access control and birthright access as well as owning and tackling the people-data challenges that stem from this
Break/fix cycles when root causes can be tackled instead. You will be empowered and expected to fix problems not delay symptoms.
Non-stop tickets. Everyone in the team is expected to contribute equally to interrupt-driven and systemic issues, no first or second line here.
Traditional corporate IT. We use a relatively standard âstartup stackâ which means nearly everything is cloud based, devices are majority MacOS with a very small Linux subset and we have the agency and ability to move fast and with outsized impact.
If youâd like to hear a little more about the role, there's a video walkthrough originally recorded for the previous (senior) posting here:
We want to try and be as transparent as possible about how our hiring process works. Here's what we're doing for this role:
We'll be keeping this role open until it's filled. This is different from the previous (Senior) posting where we used cohort hiring, we believe the high bar for a Staff level means we need to optimise for getting the most eyes on the posting.
That means if you're reading this posting the role is open and you're welcome to apply.
There are no auto-reject rules on this role. If you apply your application will be reviewed by a human with AI help.
We will reply to every application letting you know whether we'd like to advance or not.
Considering the large volume of applications we won't be able to give specific feedback at this point. Apologies but we want to be thoughtful and considered with any feedback we do provide and we can't do this at the application phase.
If you're invited to continue with the application - congratulations! Here's what will happen next:
You will be invited to book time in for a 20 minute screen call. We'll be looking for answers to initial questions like:
Are your compensation and job role expectations aligned with this role?
Why do you want this role?
Can you clearly and crisply convey both your technical and social capability to excel in this role?
Are there outstanding questions we can answer?
Assuming this goes well we'll invite you back for a longer (60 minute) hiring manager interview with me. In this interview we will:
Dive much deeper in to your background and try and tease out concrete examples of technical ability
Test your ability to think more broadly and ambitiously about what excellence looks like in IT
Answer any deeper questions you might have now we're further into the process and you have more context on the company and tech stack.
The next stage is a take-home test which has the following format:
Given a broad problem area, propose a technical spec on how you would ideally fix this
Speculate on feedback you might receive and answers you might give from both technical and non-technical peers
Next, you'll have a chance to meet with Abhik who will be completing a final appraisal of your technical fit for the role. You'll go through a past projects deep dive and talk through the value and challenges of a project that you feel best exhibits your technical ability.
Finally, you'll get to meet some more of the team! Specifically you'll have a cross-functional interview where you'll meet:
Someone from the People function who will have some questions about interacting with the People team and how to build a successful relationship across functions.
Someone from the Engineering function who will help understand how you might work best with the rest of the engineering org, building a successful technical partnership.
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.
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.
","descriptionPlain":"Hey! My name is John https://www.linkedin.com/in/john-reynolds-74511660/ and I started here at Ashby as IT Manager around 6 months ago, excited to meet you! In that time Ashby has grown from ~250 to 320 folks and the scope of what weâre doing in IT has expanded, with this role we hope to continue the steep trajectory for the team and the world-class support for the company.\n\nCurrently the IT team here is just me, we want to grow that team to keep giving the Ashby team world-class service and the most automated, delightful technology to work with during their time at Ashby.\n\nAll the responsibilities and requirements are outlined below so have a look. Some points to consider as youâre reading through:\n\n - This job spec might look familiar, we previously opened this role as Senior ~2 months ago. After seeing some great candidates (and lots of progress internally with the scope of IT) it became clear we need more than we should expect at a Senior in terms of demonstrated experience and technical ability. We've updated the role and compensation and we're looking to find someone with deeper technical and \"foundational\" experience than would be expected at a Senior level.\n\n - This is fundamentally a technical role which will become the pivotal role in a larger team as we continue to scale. That means youâll be chatting and helping other Ashby folks directly just as much as you will be throwing JSON blobs around between APIs. Weâre looking for someone who is comfortable doing both.\n\n - As folks in IT we strongly believe in technology as a great enabling force. Weâre always looking for novel ways to tackle problems at the fundamental level and that means weâre looking for someone who sees the world a little differently. You should be able to provide clear examples from previous experience of what innovation and technical excellence can look like in the IT/Client Engineering space.\n\n - Finally, the problems we help people tackle daily are as much emotional as they are technical. Whilst itâs great to be able to provide the best technical solution to an issue we strive to be able to deliver emotional catharsis alongside this. That means listening to people, meeting them where they are and providing the reassurance, empathy and the genuine human connection that every great support interaction should have.\n\n - Iâm the hiring manager for this role and would be the manager for the successful candidate as well. If you want to learn a little more of my background I have a public about me page https://hire.john-reynolds.com/about-me?source=copy_link youâre welcome to look through!\n\n\nRESPONSIBILITIES:\n\nOwn and fix customer issues from ingest through to resolution, whether thatâs a one-time fix or a deeply technical project affecting the whole org\n\nOffer, advocate and then implement best practices for an IT function that is securely creating the most productive workforce in the world\n\nOwn projects across device management (think Kandji, Crowdstrike), identity management (think Okta, Google Workspace), hardware logistics (think laptop shipping, accessories lifecycle) and user lifecycle (onboarding, offboarding and user changes) to automate manual process and reduce our touchpoints to solely those where the human interaction matters\n\nContribute to creating a cohesive, performant and scalable event-driven backend, making data shifting across the business effortless and easy to adopt everywhere.\n\n\nREQUIREMENTS:\n\n - A strong belief that end user support is an equally important part of being a well-rounded engineer as building world-class automations\n\n - Deep experience - that means being able to show detailed, specific knowledge and broader architectural understanding - across relevant IT systems (device management, identity management)\n\n - Demonstrated experience of automating the interplay between IT systems and other internal systems, that means handling APIs, MCP servers and glue-code for making disparate systems talk\n\n - Comfort and interest in helping build a stateless internal backend composed of Typescript services, pub/sub queues and APIs for both downstream and upstream applications\n\n - Desire to work in and help build a small team of experts with an open, engaged and radically efficient profile\n\n - The ambition to challenge norms and build for scale and flexibility outside of the expected\n\n - The humility to accept the thoughts and emotions of others as valuable before your own and be vulnerable in front of others\n\n - The wisdom to know when itâs best to apply the above\n\n\nNON-REQUIREMENTS:\n\n - Experience in exactly our tech stack. Whilst strong is expected, we're looking for systems knowledge first, experience in certain specific platforms a distant second\n\n - A specific timezone. Whilst US timezones are preferred to help us cover a gap in our current coverage this is not a requirement, we're remote-friendly and can hire across Europe, the UK and US and other countries for the right candidate. Salaries outside of the US would be location-dependent. We will sponsor visas where possible for the right candidate.\n\n\nA SAMPLE OF WHAT YOU WOULD BE WORKING ON:\n\n - Helping end users with their everyday issues, tracing those back to root causes and rolling out fixes that are structural and lasting\n\n - Leading the initiative to build an internal backend that allows for moving data and performing business logic between systems in a way that's scalable, auditable, testable and production-grade\n\n - Using Terraform and Git to make our critical systems (device management, IAM) transparent, self-documenting, audit-ready and auto-deployed\n\n - Defining and implementing authentication rules for users that tie directly and elegantly to the governing policies whilst providing industry-leading security\n\n - Building out role-based access control and birthright access as well as owning and tackling the people-data challenges that stem from this\n\n\nWHAT YOUâLL NOT BE WORKING ON:\n\n - Break/fix cycles when root causes can be tackled instead. You will be empowered and expected to fix problems not delay symptoms.\n\n - Non-stop tickets. Everyone in the team is expected to contribute equally to interrupt-driven and systemic issues, no first or second line here.\n\n - Traditional corporate IT. We use a relatively standard âstartup stackâ which means nearly everything is cloud based, devices are majority MacOS with a very small Linux subset and we have the agency and ability to move fast and with outsized impact.\n\nIf youâd like to hear a little more about the role, there's a video walkthrough originally recorded for the previous (senior) posting here:\n\n\nHOW THIS HIRING PROCESS WORKS\n\nWe want to try and be as transparent as possible about how our hiring process works. Here's what we're doing for this role:\n\n\nTHE APPLICATION STAGE\n\nWe'll be keeping this role open until it's filled. This is different from the previous (Senior) posting where we used cohort hiring https://www.ashbyhq.com/podcast/episodes/cohort-hiring, we believe the high bar for a Staff level means we need to optimise for getting the most eyes on the posting.\n\n 1. That means if you're reading this posting the role is open and you're welcome to apply.\n\n 2. There are no auto-reject rules on this role. If you apply your application will be reviewed by a human with AI help. https://www.ashbyhq.com/blog/recruiting/ai-assisted-application-review-in-practice\n\n 3. We will reply to every application letting you know whether we'd like to advance or not.\n\n 4. Considering the large volume of applications we won't be able to give specific feedback at this point. Apologies but we want to be thoughtful and considered with any feedback we do provide and we can't do this at the application phase.\n\n\nTHE INTERVIEW PROCESS\n\nIf you're invited to continue with the application - congratulations! Here's what will happen next:\n\n 1. You will be invited to book time in for a 20 minute screen call. We'll be looking for answers to initial questions like:\n \n 1. Are your compensation and job role expectations aligned with this role?\n \n 2. Why do you want this role?\n \n 3. Can you clearly and crisply convey both your technical and social capability to excel in this role?\n \n 4. Are there outstanding questions we can answer?\n\n 2. Assuming this goes well we'll invite you back for a longer (60 minute) hiring manager interview with me. In this interview we will:\n \n 1. Dive much deeper in to your background and try and tease out concrete examples of technical ability\n \n 2. Test your ability to think more broadly and ambitiously about what excellence looks like in IT\n \n 3. Answer any deeper questions you might have now we're further into the process and you have more context on the company and tech stack.\n\n 3. The next stage is a take-home test which has the following format:\n \n 1. Given a broad problem area, propose a technical spec on how you would ideally fix this\n \n 2. Speculate on feedback you might receive and answers you might give from both technical and non-technical peers\n\n 4. Next, you'll have a chance to meet with Abhik https://www.linkedin.com/in/abhikpramanik/ who will be completing a final appraisal of your technical fit for the role. You'll go through a past projects deep dive https://www.ashbyhq.com/resources/staff-it-engineer-deep-dive and talk through the value and challenges of a project that you feel best exhibits your technical ability.\n\n 5. Finally, you'll get to meet some more of the team! Specifically you'll have a cross-functional interview where you'll meet:\n \n 1. Someone from the People function who will have some questions about interacting with the People team and how to build a successful relationship across functions.\n \n 2. Someone from the Engineering function who will help understand how you might work best with the rest of the engineering org, building a successful technical partnership.\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 - 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."},{"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":[],"publishedAt":"2026-04-27T15:50:31.170+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":"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 book of business (if so, see our High Touch or Startup roles).
You're interested in managing customer accounts with infrequent and well-defined touchpoints (rather than excited by the fluidity required of early stage CS work).
You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as leading indicators. For renewal negotiation and upsell, we have a remarkable team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.
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
Take-Home/Presentation - 45 Minutes
Panel Interview - 2 hours
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.
","descriptionPlain":"ABOUT THIS ROLE\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 book of business (if so, see our High Touch 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 - Take-Home/Presentation - 45 Minutes\n\n - Panel Interview - 2 hours\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."},{"id":"35a01a05-8efd-4bc3-a4bf-0a31d902102d","title":"Manager of Dedicated Implementations - 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":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}}],"publishedAt":"2026-05-05T01:03:30.058+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/35a01a05-8efd-4bc3-a4bf-0a31d902102d","applyUrl":"https://jobs.ashbyhq.com/ashby/35a01a05-8efd-4bc3-a4bf-0a31d902102d/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 EMEA Manager of Dedicated Implementations! As a leader on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to play a key role early in our customersâ journey, ultimately upleveling the overall customer experience.
As our first Manager of Dedicated Implementations in EMEA, you will play a key role in ensuring high-quality experiences for customers beginning their Ashby journey. You will lead an EMEA-based team of Implementation Specialists aligned to our Dedicated customer segments, including Strategic (enterprise) and High Touch (mid-market) customers. You will oversee the delivery of segment-aligned implementation experiences, and will partner cross-functionally to support scoping and planning for prospective customers.
Role requirements:
Implementation & Project Management: You have extensive experience managing and executing implementation and onboarding projects (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.
Team Leadership: You build and scale high-performing teams, empowering them to achieve outcomes that meet or exceed the high standards set by our team and company.
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.
Bias for Action: You move work forward, translating ambiguity into clear paths, driving toward outcomes, and ensuring follow-through.
Regional Focus: You leverage your understanding of the EMEA market to define and evolve how implementations are delivered, ensuring our approach optimizes for regional considerations and scales without compromising quality.
Fluency with Enterprise Motions: You are comfortable operating in complex enterprise environments with multiple stakeholders, competing priorities, and evolving requirements. You are experienced in navigating change management processes at scale and helping customers adapt to new systems and a refreshed approach.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.
Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely only 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.
What Success Looks Like:
EMEA customers achieve time-to-value quickly and predictably
Implementation quality is consistent across segments without feeling templated
Upmarket customers receive an enterprise-ready onboarding experience
Clear, effective transitions into Customer Success support strong adoption momentum
Scalable processes reduce manual effort while preserving quality
You could be a great fit if:
đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help your team and our customers grow.
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes. You approach all stakeholder conversations with confidence.
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.
You might not be a great fit if:
You prefer being an individual contributor.
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 Head of Professional Services (Hiring Manager)
45 min - Mock Customer Escalation Call
Final Round Part 1:
30 min - Interview with VP of Customer Success
30 min - Cross-functional Leadership interview
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.
","descriptionPlain":"MANAGER OF DEDICATED IMPLEMENTATIONS - EMEA\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 EMEA Manager of Dedicated Implementations! As a leader on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to play a key role early in our customersâ journey, ultimately upleveling the overall customer experience.\n\n\nABOUT THIS ROLE:\n\nAs our first Manager of Dedicated Implementations in EMEA, you will play a key role in ensuring high-quality experiences for customers beginning their Ashby journey. You will lead an EMEA-based team of Implementation Specialists aligned to our Dedicated customer segments, including Strategic (enterprise) and High Touch (mid-market) customers. You will oversee the delivery of segment-aligned implementation experiences, and will partner cross-functionally to support scoping and planning for prospective customers.\n\nRole requirements:\n\n - Implementation & Project Management: You have extensive experience managing and executing implementation and onboarding projects (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 - Team Leadership: You build and scale high-performing teams, empowering them to achieve outcomes that meet or exceed the high standards set by our team and company.\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 - Bias for Action: You move work forward, translating ambiguity into clear paths, driving toward outcomes, and ensuring follow-through.\n\n - Regional Focus: You leverage your understanding of the EMEA market to define and evolve how implementations are delivered, ensuring our approach optimizes for regional considerations and scales without compromising quality.\n\n - Fluency with Enterprise Motions: You are comfortable operating in complex enterprise environments with multiple stakeholders, competing priorities, and evolving requirements. You are experienced in navigating change management processes at scale and helping customers adapt to new systems and a refreshed approach.\n\n - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely only 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\nWhat Success Looks Like:\n\n - EMEA customers achieve time-to-value quickly and predictably\n\n - Implementation quality is consistent across segments without feeling templated\n\n - Upmarket customers receive an enterprise-ready onboarding experience\n\n - Clear, effective transitions into Customer Success support strong adoption momentum\n\n - Scalable processes reduce manual effort while preserving quality\n\nYou could be a great fit if:\n\n - đ§âđ« You love to coach. You see every teaching moment as an opportunity and are excited to help your team and our customers grow.\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes. You approach all stakeholder conversations with confidence.\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\nYou might not be a great fit if:\n\n - You prefer being an individual contributor.\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 Head of Professional Services (Hiring Manager)\n\n - 45 min - Mock Customer Escalation Call\n\n - Final Round Part 1:\n \n - 30 min - Interview with VP of Customer Success\n \n - 30 min - Cross-functional Leadership interview\n\n - Final Round Part 2:\n \n - 30 min - Interview with CEO\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 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."}],"apiVersion":"1"}