![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png\")
Hi đđž 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 many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. Iâll share more once we meet.
This is a staff-level role, so we require at least 5 years of experience as a full-time frontend engineer or evenly split between frontend and design for this role and significant contributions to (or leading) design systems.
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!).
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 spend less than 4 hours per week in meetings (I wrote about it here).Â
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 10x a day. Everyone on the team has contributed to developer experience đŞđž
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 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:
We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. Benji and I 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, at Ashby, we provide mentorship to grow them and help from the team where you want it.
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 (including my daughter!).
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 via pair programming, writing tech specs collaboratively, and talking through decisions (no leetcode or whiteboard exercises). Our interview process is three rounds with some casual Zoom (or in-person) coffee in between to get to know each other:Â
30-minute introduction call to discuss Ashby and your past work (we demo Ashby!)
A technical screen (take home or, for more experienced folks who want it, a 90-minute live session)
A virtual on-site of 3 hours and 45 minutes (can be split across two days)Â
Your hiring manager will be your main point of contact and prepare you for interviews. Youâll meet other engineering leaders and 4 to 6 engineers (with 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 sets up with a single script, you push your first change on day one, and we spend the rest of the time building your confidence in our codebase and practices culminating in delivering a prominent, impactful feature. Weâll pair you with a peer whoâll guide you through your first tasks and be someone you rely on, from answering questions to pair programming.
Our tech stack is TypeScript (frontend & backend), React, a mix of SASS modules and Stitches, Apollo GraphQL, Node.js, Postgres, and Redis. We're looking for folks with deep React, CSS, and HTML knowledge for this role.
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":"Hi đđž 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 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\nThis is a staff-level role, so we require at least 5 years of experience as a full-time frontend engineer or evenly split between frontend and design for this role and significant contributions to (or leading) design systems.\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benji https://www.linkedin.com/in/benjaminencz/âs (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!).\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 spend less than 4 hours per week in meetings (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication). \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 10x a day. Everyone on the team has contributed to developer experience đŞđž\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 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\nGIVE ENGINEERS OWNERSHIP & AUTONOMY\n\nWe, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. Benji and I 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, at Ashby, we provide mentorship to grow them and help from the team where you want it.\n\n\nPUT EFFORT INTO DIVERSITY \n\nDiverse teams drive innovation and better outcomes https://hbr.org/2016/11/why-diverse-teams-are-smarter. 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 (including my daughter!).\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 via pair programming, writing tech specs collaboratively, and talking through decisions (no leetcode or whiteboard exercises). Our interview process is three rounds with some casual Zoom (or in-person) coffee in between to get to know each other: \n\n 1. 30-minute introduction call to discuss Ashby and your past work (we demo Ashby!)\n\n 2. A technical screen (take home or, for more experienced folks who want it, a 90-minute live session)\n\n 3. A virtual on-site of 3 hours and 45 minutes (can be split across two days) \n\nYour hiring manager will be your main point of contact and prepare you for interviews. Youâll meet other engineering leaders and 4 to 6 engineers (with 15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\nYOUR FIRST TWO MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment sets up with a single script, you push your first change on day one, and we spend the rest of the time building your confidence in our codebase and practices culminating in delivering a prominent, impactful feature. Weâll pair you with a peer whoâll guide you through your first tasks and be someone you rely on, from answering questions to pair programming.\n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, a mix of SASS modules and Stitches, Apollo GraphQL, Node.js, Postgres, and Redis. We're looking for folks with deep React, CSS, and HTML knowledge for this role.\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.","compensation":{"compensationTierSummary":"$190K â $255K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$190K - $255K","compensationTiers":[{"id":"278160b6-2cf5-46a3-ae4c-162dedcad0f5","tierSummary":"$210K â $255K ⢠Offers Equity","title":"L4 (Staff): SF & NYC","additionalInformation":null,"components":[{"id":"4fe016ac-060f-40c5-bd3b-b83e3f3ac841","summary":"$210K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":255000},{"id":"2d1e6bad-4838-464c-9564-84661d47a1d9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"ec5547d8-aa66-478b-bff3-5fd7220145ad","tierSummary":"$200K â $245K ⢠Offers Equity","title":"L4 (Staff): Seattle","additionalInformation":null,"components":[{"id":"a7df1007-06c0-486a-a92b-136a87769552","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2d4f4ace-780b-4f11-8dbc-3983cd889eaf","summary":"$200K â $245K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":245000}]},{"id":"bccd23d5-dd6b-4e54-9f61-6131571510f2","tierSummary":"$195K â $234K ⢠Offers Equity","title":"L4 (Staff): US Tier 2","additionalInformation":null,"components":[{"id":"4db97920-ae56-4e3a-838c-816a5d10ba78","summary":"$195K â $234K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":195000,"maxValue":234000},{"id":"032eee03-6075-4978-8e2f-bbb60bac314a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"5d3100d8-c00d-4373-a39a-d99b05d312e8","tierSummary":"$190K â $227K ⢠Offers Equity","title":"L4 (Staff): US Tier 3","additionalInformation":null,"components":[{"id":"69c6071f-b5db-4b09-a63d-9894866a12c9","summary":"$190K â $227K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":190000,"maxValue":227000},{"id":"c2dd5433-44dd-49fa-a1c1-4a104fd66fb0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":190000,"maxValue":255000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"7458d4e9-da2e-47bd-98cb-adfda43d42b2","title":"Engineering Manager, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Romania","address":{"postalAddress":{"addressRegion":"Romania","addressCountry":"Romania","addressLocality":"Romania"}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"Switzerland","addressCountry":"Switzerland","addressLocality":"Switzerland"}}},{"location":"Portugal","address":{"postalAddress":{"addressRegion":"Portugal","addressCountry":"Portugal","addressLocality":"Portugal"}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressRegion":"Germany","addressCountry":"Germany","addressLocality":"Germany"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"Italy","addressCountry":"Italy","addressLocality":"Italy"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Denmark","addressCountry":"Denmark","addressLocality":"Denmark"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"Sweden","addressCountry":"Sweden","addressLocality":"Sweden"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Poland"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Netherlands","addressCountry":"Netherlands","addressLocality":"Netherlands"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"Estonia","addressCountry":"Estonia","addressLocality":"Estonia"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"France","addressCountry":"France","addressLocality":"France"}}},{"location":"Lisbon","address":{"postalAddress":{"addressRegion":"Lisbon","addressCountry":"Portugal","addressLocality":"Lisbon"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Copenhagen","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Amsterdam","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"Croatia","addressCountry":"Croatia","addressLocality":"Croatia"}}}],"publishedAt":"2024-03-04T14:29:08.532+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7458d4e9-da2e-47bd-98cb-adfda43d42b2","applyUrl":"https://jobs.ashbyhq.com/ashby/7458d4e9-da2e-47bd-98cb-adfda43d42b2/application","descriptionHtml":"Hi đ Iâm Colin, Director of Engineering, Europe. How do you feel about engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because 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. đĽľ
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 đŞđž
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 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. đĽľ\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 đŞđž\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.","compensation":{"compensationTierSummary":"âŹ76K â âŹ185K ⢠Offers Equity ⢠Offers Bonus","scrapeableCompensationSalarySummary":"âŹ76K - âŹ185K","compensationTiers":[{"id":"f1284fac-20e9-4ed0-9a10-776d526a636c","tierSummary":"âŹ76K â âŹ185K ⢠Offers Equity ⢠Offers Bonus","title":"EU","additionalInformation":null,"components":[{"id":"da741ab6-ff38-4fc2-b7b7-c1ccd7260347","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"201b8495-aa7c-417d-923b-94fced49b246","summary":"âŹ76K â âŹ185K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":76000,"maxValue":185000},{"id":"04679796-e0e4-4d9b-a5c0-0cad3ff8ae95","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":76000,"maxValue":185000},{"compensationType":"Bonus","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null}]}},{"id":"7c027f9c-f371-4bc1-85e9-72f530f4e681","title":"Sales Manager, Mid-Market - Americas (Central)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-01-20T23:00:09.721+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7c027f9c-f371-4bc1-85e9-72f530f4e681","applyUrl":"https://jobs.ashbyhq.com/ashby/7c027f9c-f371-4bc1-85e9-72f530f4e681/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 2,500 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 >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 revenue results of the segment. Understand the primary revenue drivers for the segment, 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 with individuals and at the team level. 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.
đĽ 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.
đŠâđŤ 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 are 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.
âď¸ 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 2,500 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 >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 revenue results of the segment. Understand the primary revenue drivers for the segment, 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 with individuals and at the team level. 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 - đĽ 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 - đŠâđŤ 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 are 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 - âď¸ 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.","compensation":{"compensationTierSummary":"$270K â $310K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$270K - $310K","compensationTiers":[{"id":"5121762f-b37b-4308-895c-f29256e34057","tierSummary":"On Target Earnings $270K â $310K ⢠Offers Equity ⢠Offers Commission","title":"United States","additionalInformation":null,"components":[{"id":"5a894822-274c-4462-8741-581e136dc071","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"79c13194-fca4-4b55-a376-4861736080af","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"be475cd2-b86f-4658-8ece-58ef4086f942","summary":"On Target Earnings $270K â $310K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":310000}]},{"id":"ab39f5fb-1e3b-445c-89e5-71a50b81c6de","tierSummary":"On Target Earnings CA$297K â CA$341K ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"8daa1ee5-588e-4dd3-82f0-0201c9eda679","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"1a5d4c9a-5828-4d61-935f-f27f1fe362d2","summary":"On Target Earnings CA$297K â CA$341K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":297000,"maxValue":341000},{"id":"c5a2a1c0-c110-4e76-ba1a-898d4a43aff8","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":310000}]}},{"id":"f40ef345-82a8-4956-9150-193b4fdf8183","title":"Senior Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"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":"USA","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":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 five 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.
60m portfolio deep dive with a founder. It's a repeat, but you'd have more time and a different audience.
90m meet the team
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, 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 five 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. 60m portfolio deep dive with a founder. It's a repeat, but you'd have more time and a different audience.\n\n 5. 90m meet the team\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, 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.","compensation":{"compensationTierSummary":"$150K â $210K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$150K - $210K","compensationTiers":[{"id":"871fc919-3423-4f62-aa0a-d7e8889d8cd9","tierSummary":"$180K â $210K ⢠Offers Equity","title":"US: San Francisco & New York","additionalInformation":null,"components":[{"id":"d93993e0-79ce-4d95-a99f-af192215b23b","summary":"$180K â $210K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":210000},{"id":"71761eae-1947-40bc-b401-98313e3514a5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"422b825b-a712-4462-a022-221032dfa1e7","tierSummary":"$160K â $190K ⢠Offers Equity","title":"US: LA, Boston, Seattle, D.C.","additionalInformation":null,"components":[{"id":"7b1554fb-5100-4817-afc8-33e3e657329f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0c11567e-7a1e-44f9-8c9d-90e9793bb67d","summary":"$160K â $190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":160000,"maxValue":190000}]},{"id":"f4756289-eec4-4963-9d0e-c95a02806c07","tierSummary":"$150K â $180K ⢠Offers Equity","title":"US: All Other Locations","additionalInformation":null,"components":[{"id":"d7a92ebe-661e-42d8-acd4-d03c799bc826","summary":"$150K â $180K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":150000,"maxValue":180000},{"id":"4e8fee1b-29b9-41c6-adc9-8b1da48c1745","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"d0ae9f0a-512b-483d-b591-714e9f8f68e9","tierSummary":"CA$160K â CA$190K ⢠Offers Equity","title":"Canada: Toronto & Vancouver","additionalInformation":null,"components":[{"id":"4a163fb4-0ef6-44aa-adf1-3afdf5e56617","summary":"CA$160K â CA$190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":160000,"maxValue":190000},{"id":"adbecbb1-2185-4038-a348-8b5132d9a7d4","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"582ad563-0085-4bbe-bff5-ac0497589d6a","tierSummary":"CA$150K â CA$180K ⢠Offers Equity","title":"Canada: All Other Locations","additionalInformation":null,"components":[{"id":"d29d0203-2309-415e-bf2e-a4d40475743c","summary":"CA$150K â CA$180K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":150000,"maxValue":180000},{"id":"ca957652-f745-46af-952a-eb8c69ee7f40","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":150000,"maxValue":210000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"d573471b-2005-482c-9fbf-d1df9550cb57","title":"Engineering Manager, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"UK","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"United Kingdom","addressCountry":"United Kingdom","addressLocality":"United Kingdom"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"Oxford","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"Cambridge","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"Manchester","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"Bristol","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"Birmingham","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Belfast","address":{"postalAddress":{"addressRegion":"Belfast","addressCountry":"United Kingdom","addressLocality":"Belfast"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"Edinburgh","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"Leeds","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"Glasgow","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}}],"publishedAt":"2025-04-01T14:39:51.428+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}},"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 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. đĽľ
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 đŞđž
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 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. đĽľ\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 đŞđž\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.","compensation":{"compensationTierSummary":"ÂŁ91K â ÂŁ200K","scrapeableCompensationSalarySummary":"ÂŁ91K - ÂŁ200K","compensationTiers":[{"id":"e4d74e59-a5e9-4d24-b85f-6c40b5fa4674","tierSummary":"ÂŁ91K â ÂŁ200K","title":"UK","additionalInformation":null,"components":[{"id":"e3e53638-aaf2-4502-b2ba-65d60cd01694","summary":"ÂŁ91K â ÂŁ200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":91000,"maxValue":200000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":0.16},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":91000,"maxValue":200000}]}},{"id":"7e4e8a93-c35d-43c1-a739-c53aba8b682f","title":"Enterprise Account Executive - DACH","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"UK","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Dublin","addressCountry":"Ireland","addressLocality":"Dublin"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"Paris","addressCountry":"France","addressLocality":"Paris"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"Brussels","addressCountry":"Belgium","addressLocality":"Brussels"}}},{"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":"Berlin","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.
đť 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.
âď¸ You're adept at competitive or evangelical selling in new or established markets.
đď¸ 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.
âĄď¸ 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.)
âď¸ 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
đ˘ 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
đź 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.
đť 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.
đş 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 - đť 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 - âď¸ You're adept at competitive or evangelical selling in new or established markets.\n\n - đď¸ 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 - âĄď¸ 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 - âď¸ 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 - đ˘ 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 - đź 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 - đť 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 - đş 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.","compensation":{"compensationTierSummary":"ÂŁ175,500 â ÂŁ261,375 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ175,500 - ÂŁ261,375","compensationTiers":[{"id":"bc134b02-35ec-4a3e-9687-8c5ab2862da1","tierSummary":"ÂŁ175,500 â ÂŁ261,375 ⢠Offers Equity ⢠Offers Commission","title":"UK","additionalInformation":null,"components":[{"id":"73eaad57-1b92-4515-b1b5-564578bb4175","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null},{"id":"ffb9656f-dd0b-4540-8a37-e607ff796a35","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1c8a2d28-4798-42c7-bc93-6bccf3ca6a6c","summary":"ÂŁ175,500 â ÂŁ261,375","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":175500,"maxValue":261375}]},{"id":"f6742f39-0504-4e8c-9707-dd331717897c","tierSummary":"âŹ175,500 â âŹ261,375 ⢠Offers Equity ⢠Offers Commission","title":"Europe","additionalInformation":null,"components":[{"id":"54c6065a-ad30-4801-95c7-1a794617ae4a","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null},{"id":"1e873e75-fff1-4d14-9ba0-395895d91ca5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"eca5a484-2c8f-4c6c-9e44-9e5ecb55bd04","summary":"âŹ175,500 â âŹ261,375","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":175500,"maxValue":261375}]}],"summaryComponents":[{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":175500,"maxValue":261375}]}},{"id":"297407b9-5859-4afb-99ef-d36353c647b0","title":"Sales Manager, Mid-Market - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2025-12-18T20:54:14.087+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","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 2,500 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 >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 revenue results of the segment. Understand the primary revenue drivers for the segment, 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 with individuals and at the team level. 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.
đĽ 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.
đŠâđŤ 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 are 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.
âď¸ 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 2,500 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 >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 revenue results of the segment. Understand the primary revenue drivers for the segment, 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 with individuals and at the team level. 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 - đĽ 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 - đŠâđŤ 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 are 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 - âď¸ 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.","compensation":{"compensationTierSummary":"$270K â $310K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$270K - $310K","compensationTiers":[{"id":"4f5ffd4f-3bbd-4213-a418-66819d4deee9","tierSummary":"On Target Earnings $270K â $310K ⢠Offers Equity ⢠Offers Commission","title":"United States","additionalInformation":null,"components":[{"id":"7a7b2b5c-ad48-4d71-badb-a7d69940163b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"3b52bdb2-7ce0-4c40-8ccc-b1db4877b137","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"fd1b1575-ea47-43f6-856d-3643078bc775","summary":"On Target Earnings $270K â $310K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":310000}]},{"id":"79efe4f8-a1a3-4e2c-9c9c-78946171d45d","tierSummary":"On Target Earnings CA$297K â CA$341K ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"8bcf81c5-5641-470b-9b3a-7530c4a2d02b","summary":"On Target Earnings CA$297K â CA$341K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":297000,"maxValue":341000},{"id":"37feb1f1-553d-41b5-ae07-0f61766a97c4","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"86f79d1b-75d4-4d88-80d3-bf1b12794fdb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":310000}]}},{"id":"410dff92-6ca5-45b8-b62f-e5e2d344fe17","title":"Mid Market Account Executive - DACH","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"UK","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"Paris","addressCountry":"France","addressLocality":"Paris"}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"Brussels","addressCountry":"Belgium","addressLocality":"Brussels"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Dublin","addressCountry":"Ireland","addressLocality":"Dublin"}}},{"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":"2025-11-04T19:15:13.488+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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.
âď¸ 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.
đď¸ You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.
âĄď¸ Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
âąď¸ You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.
âď¸ 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.
âď¸ 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
đ˘ 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
âď¸ Prior B/SDR experience
đź 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.
đť 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.
đş 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.
￥/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 - âď¸ 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 - đď¸ You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.\n\n - âĄď¸ Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - âąď¸ 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 - âď¸ 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 - âď¸ 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 - đ˘ 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 - âď¸ Prior B/SDR experience\n\n\nYOU SHOULDN'T APPLY IF:\n\n - đź 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 - đť 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 - đş 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 - ￥/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.","compensation":{"compensationTierSummary":"âŹ110.5K â âŹ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ110.5K - âŹ195.5K","compensationTiers":[{"id":"80f0a595-b9c8-42fb-a08d-7461f6a66924","tierSummary":"OTE âŹ110.5K â âŹ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"Euro","additionalInformation":"Uncapped commission","components":[{"id":"74485b02-0332-4949-828a-3424e0120bcd","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null},{"id":"a18b4a48-d2db-4a1c-a207-e1732c15687d","summary":"OTE âŹ110.5K â âŹ195.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":110500,"maxValue":195500},{"id":"e0107e74-c97a-40c5-b61f-75f5e8fd6bd8","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"7e844722-9023-4ed9-9c4e-9fbb9b7ae938","tierSummary":"OTE ÂŁ110.5K â ÂŁ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"GBP","additionalInformation":"Uncapped commission","components":[{"id":"33a9adee-447d-47b9-9df6-73add565b3c2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"3ef224e1-83e5-476d-b0a6-df5e727f05ae","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null},{"id":"c1d251c7-c3fd-44f5-878c-1185da409d62","summary":"OTE ÂŁ110.5K â ÂŁ195.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":110500,"maxValue":195500}]}],"summaryComponents":[{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":110500,"maxValue":195500},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"ce9f0432-7abf-4911-b644-69d0fb08d67f","title":"Renewal Manager, SMB - Americas","department":"Customer Success","team":"Contract Management","employmentType":"FullTime","location":"Remote - North to South America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-10T19:48:52.492+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/ce9f0432-7abf-4911-b644-69d0fb08d67f","applyUrl":"https://jobs.ashbyhq.com/ashby/ce9f0432-7abf-4911-b644-69d0fb08d67f/application","descriptionHtml":"Hello! I am Alex, Head of Contract Management at Ashby. I am thrilled to be expanding our Contract Management team, as this function serves an important role in the success of our customers and the business. Â
Having a Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer and existing customers expanding further into the product, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.
As an Ashby Contract Manager for Startup accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers who are up to 100 employees. You will manage annual customer renewals, month-to-month customer subscriptions, contract questions, and will collaborate closely with a number of internal teams across Ashbyâs largest customer segment.Â
As a trusted guide to quickly growing and steady-state startups, you will need to secure early customer loyalty, guide non-recruiting personas through the renewal process, and provide hands-on assistance to customers. Attention to detail on a high volume of accounts will be essential, with an agile approach to secure continuing customers swiftly and solve for these smaller businesses creatively.Â
With a focus on helping small startups begin to meaningfully grow their businesses, you will identify opportunities to support these businesses and identify high growth accounts. Your work as a Contract Manager directly impacts our broader business goals, with Ashbyâs Operating Principles woven into our processes.
This position requires expertise in core contract management competencies:
Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render
Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customerâs needs
Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle
Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance
Understanding contract terminology and how to communicate these terms to customers
Our ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal.
Ashby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).
You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby
You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts
You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role
You are adaptable â you are able to be continuously learning and applying these learnings to your daily work
You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals
You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)
You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time
You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly
You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company
You avoid taking ownership, and prefer to hand off various tasks
Dynamic situations make you uncomfortableÂ
You find pricing conversations and negotiations demanding and taxing
You do not enjoy admin work and prefer to be in face-to-face meetings all day
You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby. Â
You prefer to work independently and not collaboratively
You prefer a rigid schedule with limited autonomy, as you find accountability challenging
You have difficulty working remotely full time
Our co-founders have written authentic pieces about Ashbyâs communication and operating principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.
Recruiter Interview: 30 minutes
Hiring Manager Interview: 30-45 minutes
Take-Home Assignment: 30-45 minutes
Final Panel:
Cross-Functional Interview with Sales and Customer Success: 30-45 minutes
Contract Management at Ashby: 30-45 minutes
Negotiation and Stakeholder Management: 30 minutes
Closing Questions: 15 minutes
Weâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Competitive salary and equity.
Opportunity to work with a talented and passionate team.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
","descriptionPlain":"Hello! I am Alex https://www.linkedin.com/in/alexandragelinas/, Head of Contract Management at Ashby. I am thrilled to be expanding our Contract Management team, as this function serves an important role in the success of our customers and the business.  \n\nHaving a Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer and existing customers expanding further into the product, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.\n\n\nABOUT THE ROLE \n\nAs an Ashby Contract Manager for Startup accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers who are up to 100 employees. You will manage annual customer renewals, month-to-month customer subscriptions, contract questions, and will collaborate closely with a number of internal teams across Ashbyâs largest customer segment. \n\nAs a trusted guide to quickly growing and steady-state startups, you will need to secure early customer loyalty, guide non-recruiting personas through the renewal process, and provide hands-on assistance to customers. Attention to detail on a high volume of accounts will be essential, with an agile approach to secure continuing customers swiftly and solve for these smaller businesses creatively. \n\nWith a focus on helping small startups begin to meaningfully grow their businesses, you will identify opportunities to support these businesses and identify high growth accounts. Your work as a Contract Manager directly impacts our broader business goals, with Ashbyâs Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles woven into our processes.\n\nThis position requires expertise in core contract management competencies:\n\n - Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render\n\n - Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customerâs needs\n\n - Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle\n\n - Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance\n\n - Understanding contract terminology and how to communicate these terms to customers\n\nOur ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal.\n\nAshby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby\n\n - You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts\n\n - You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role\n\n - You are adaptable â you are able to be continuously learning and applying these learnings to your daily work\n\n - You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals\n\n - You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)\n\n - You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time\n\n - You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly\n\n - You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company\n\n\nYOU MIGHT NOT BE A GREAT FIT IF:\n\n - You avoid taking ownership, and prefer to hand off various tasks\n\n - Dynamic situations make you uncomfortable \n\n - You find pricing conversations and negotiations demanding and taxing\n\n - You do not enjoy admin work and prefer to be in face-to-face meetings all day\n\n - You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby.  \n\n - You prefer to work independently and not collaboratively\n\n - You prefer a rigid schedule with limited autonomy, as you find accountability challenging\n\n - You have difficulty working remotely full time\n\n\nOUR CULTURE\n\nOur co-founders have written authentic pieces about Ashbyâs communication https://www.ashbyhq.com/blog/culture/thoughtful-communication and operating principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.\n\n\nINTERVIEW PROCESS\n\n - Recruiter Interview: 30 minutes\n\n - Hiring Manager Interview: 30-45 minutes\n\n - Take-Home Assignment: 30-45 minutes\n\n - Final Panel:\n \n - Cross-Functional Interview with Sales and Customer Success: 30-45 minutes\n \n - Contract Management at Ashby: 30-45 minutes\n \n - Negotiation and Stakeholder Management: 30 minutes\n \n - Closing Questions: 15 minutes\n\n\nABOUT ASHBY\n\nWeâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - Opportunity to work with a talented and passionate team.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\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.","compensation":{"compensationTierSummary":"$100K â $120K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$100K - $120K","compensationTiers":[{"id":"2bfcc02d-5c05-46ed-bc71-041732089e7f","tierSummary":"OTE $100K â $120K ⢠Offers Equity ⢠Offers Commission","title":"Contract Manager","additionalInformation":null,"components":[{"id":"2a5ffe4b-ca0a-431d-a36a-8ad61e768e6c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"41b1ae7c-064e-401a-bc8c-f3b29f0132ea","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"dd27e0dc-9249-4103-9112-02db68fe4f2c","summary":"OTE $100K â $120K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":100000,"maxValue":120000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":100000,"maxValue":120000}]}},{"id":"f2ba7c39-e5cb-47aa-8b80-74c0426725b7","title":"Support Engineering Manager - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - North to South America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-20T20:33:36.486+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"San Francisco"}},"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.","compensation":{"compensationTierSummary":"$145K â $180K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$145K - $180K","compensationTiers":[{"id":"7b85add1-4818-44fa-a123-e092bc2cbd73","tierSummary":"$145K â $180K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"06ed098d-32b3-413c-8982-1a03226064f4","summary":"$145K â $180K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":145000,"maxValue":180000},{"id":"390c326e-52c2-4192-b0eb-b28be1f0cfc8","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":145000,"maxValue":180000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"38281574-0880-473a-a4f1-bfbb7eedfa18","title":"High Touch Customer Success Manager - EST","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}}],"publishedAt":"2025-12-18T23:31:29.716+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 Beth, and Iâm the Manager of High Touch Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional high-touch customer experience across the mid-market segment. I'm thrilled to be hiring our next CSM in the EST timezone, as we continue expanding globally.
As a member of our Customer Success team, you will help us continue to grow our High Touch Customer Success function. In this role, 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 High Touch 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.
𧊠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§âđŤ 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.
âď¸ 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.
âĄď¸ You move fast. You leverage tools/technology to maximize your time. You are at home managing a wide range of customers, and prioritizing effectively.
đşď¸ 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.
đ¨âđ¨âđ§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 High Touch CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.
You're interested in managing customer accounts with infrequent and well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)
You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.
Youâre afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals feels âbeneath youâ, this job isnât going to be for you.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We 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 Beth, and Iâm the Manager of High Touch Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional high-touch customer experience across the mid-market segment. I'm thrilled to be hiring our next CSM in the EST timezone, as we continue expanding globally.\n\nAs a member of our Customer Success team, you will help us continue to grow our High Touch Customer Success function. In this role, 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 High Touch 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 - 𧊠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§âđŤ 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 - âď¸ 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 - âĄď¸ 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 - đşď¸ 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 - đ¨âđ¨âđ§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 High Touch CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.\n\n - You're interested in managing customer accounts with infrequent and well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)\n\n - You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.\n\n - Youâre afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals feels âbeneath youâ, this job isnât going to be for you.\n\n\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.","compensation":{"compensationTierSummary":"$110K â $145K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$110K - $145K","compensationTiers":[{"id":"708cb364-0470-43ee-bde1-22c4d3752de4","tierSummary":"$110K â $145K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"bf3a4e88-f1e0-4991-a696-35eb6b87c3d3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"48865bc2-9031-4970-8802-e3e9b7deda8f","summary":"$110K â $145K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":145000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":145000}]}},{"id":"5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258","title":"Engineering Manager, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"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":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}},"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 đđž, 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, 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. 𼾠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:
![](\"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 đŞđž.
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, 21% 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.
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with me (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 đđž, 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, 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. 𼾠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:\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 đŞđž.\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, 21% 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\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 (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.","compensation":{"compensationTierSummary":"CA$190K â CA$280K ⢠Offers Equity ⢠Offers Bonus","scrapeableCompensationSalarySummary":"CA$190K - CA$280K","compensationTiers":[{"id":"2668e196-2947-41a3-acce-a8f2c6e9498e","tierSummary":"CA$190K â CA$280K ⢠Offers Equity ⢠Offers Bonus","title":"Canada","additionalInformation":null,"components":[{"id":"00840df4-d677-41f1-9272-d91407f92c8b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e0bb016f-4d88-40f2-8f27-e11eecd37390","summary":"CA$190K â CA$280K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":190000,"maxValue":280000},{"id":"dd57f7e2-7cc9-48f4-aaf3-95639e41d553","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":190000,"maxValue":280000},{"compensationType":"Bonus","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null}]}},{"id":"695b1ce6-c375-4fad-94ef-61b50a3fbd28","title":"Engineering Manager, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"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":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 đđž, 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, 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. 𼾠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:
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 đŞđž.
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, 21% 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.
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with me (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 đđž, 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, 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. 𼾠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:\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 đŞđž.\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, 21% 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\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 (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.","compensation":{"compensationTierSummary":"$200K â $275K ⢠Offers Equity ⢠Offers Bonus ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$200K - $275K","compensationTiers":[{"id":"744e91b8-2999-4d35-bea9-d40d82c8b195","tierSummary":"$220K â $275K ⢠Offers Equity ⢠Offers Bonus","title":"SF or NYC","additionalInformation":null,"components":[{"id":"dcbe9e36-19fa-4901-8c20-a1c4c128f323","summary":"$220K â $275K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":275000},{"id":"a3b678d1-d5f5-4078-9495-4c6aa5631161","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"b9171cd6-2155-4824-b786-8f88baa1c98f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0a05fa6b-7226-4f3d-9930-77378a5ee963","tierSummary":"$200K â $255K ⢠Offers Equity ⢠Offers Bonus","title":"US Average","additionalInformation":null,"components":[{"id":"fb77d11b-8cc8-4681-8946-e99469d1d43d","summary":"$200K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":255000},{"id":"3be52300-d65c-4414-80ec-23b5b1f6c821","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"74e3d124-fa8e-439e-bc6d-d8198d92729b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"1c732fd5-b749-47da-aebc-e91821758253","tierSummary":"CA$190K â CA$280K ⢠Offers Equity ⢠Offers Bonus","title":"Canada","additionalInformation":null,"components":[{"id":"c289cfb1-4b9e-4303-bde2-d8e3ed71af7f","summary":"CA$190K â CA$280K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":190000,"maxValue":280000},{"id":"1399f56c-1a8e-48e5-8e59-b086359e88d9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"3bb9143f-458c-4ec5-9a76-73530d8bea96","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":200000,"maxValue":275000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"Bonus","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a","title":"Design Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"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":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"$190K â $275K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$190K - $275K","compensationTiers":[{"id":"f99b26a7-721f-4f66-8c45-eb5ac2ebde11","tierSummary":"$210K â $255K ⢠Offers Equity","title":"L4 (Staff): SF & NYC","additionalInformation":null,"components":[{"id":"51eec537-0805-4750-a7d1-fcb470233e45","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"368da8fd-69fb-41bf-bf56-be2c72ca741d","summary":"$210K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":255000}]},{"id":"f0e920f0-3fa9-46d5-83fa-0276b44632ff","tierSummary":"$200K â $245K ⢠Offers Equity","title":"L4 (Staff): Seattle","additionalInformation":null,"components":[{"id":"0ab41e6c-4931-44c5-8086-c16a239f80b4","summary":"$200K â $245K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":245000},{"id":"95141031-8709-4349-8bab-37554e93aee0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"9a6baa26-4de4-48f4-98b3-70ddc3d8170a","tierSummary":"$195K â $234K ⢠Offers Equity","title":"L4 (Staff): US Tier 2","additionalInformation":null,"components":[{"id":"2679e4cf-043e-4cb8-ae5e-3d8a40d88ae3","summary":"$195K â $234K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":195000,"maxValue":234000},{"id":"2b1c3c51-2ac0-4ef6-88a8-232e6750fa50","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0df9fcfc-ce58-4587-a416-c320774b3d3d","tierSummary":"$190K â $227K ⢠Offers Equity","title":"L4 (Staff): US Tier 3","additionalInformation":null,"components":[{"id":"7ad1e522-753f-4f82-bc01-ca9d2baef4e6","summary":"$190K â $227K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":190000,"maxValue":227000},{"id":"e8d1deeb-174f-42ad-b2ab-4a84326d7c2e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f41e030b-8108-4b33-b72b-c77331457741","tierSummary":"$225K â $275K ⢠Offers Equity","title":"L5 (Sr Staff): SF & NYC","additionalInformation":null,"components":[{"id":"a61dcecb-556a-43a2-9512-4c10f65256e9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b847c26f-c6dd-4adf-9268-4a4e9e912f51","summary":"$225K â $275K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":225000,"maxValue":275000}]},{"id":"c2ea9d50-51f1-468d-bd41-636175c5232c","tierSummary":"$220K â $268K ⢠Offers Equity","title":"L5 (Sr Staff): Seattle","additionalInformation":null,"components":[{"id":"cc05bf65-f400-4e48-93ec-0150987fc7e3","summary":"$220K â $268K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":268000},{"id":"c6c62be8-6e43-4fb9-902c-c09bb245f973","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"520f685f-d491-446f-aa84-7c012a256ee5","tierSummary":"$208K â $254K ⢠Offers Equity","title":"L5 (Sr Staff): US Tier 2","additionalInformation":null,"components":[{"id":"21a6d499-6085-4f88-b2b5-00954e11ded0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e9271c09-9009-46c0-a1bc-1d19742e950d","summary":"$208K â $254K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":208000,"maxValue":254000}]},{"id":"4cd08ac8-c48c-45ee-ba2c-b27a4673edbb","tierSummary":"$202K â $248K ⢠Offers Equity","title":"L5 (Sr Staff): US Tier 3","additionalInformation":null,"components":[{"id":"6c8f2206-e81d-4970-aa74-37a2c4d25674","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0101e97b-b4ec-4e3d-b940-38af70bc68a6","summary":"$202K â $248K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":202000,"maxValue":248000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":190000,"maxValue":275000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"97c6542c-7ff9-43e5-ac54-b77b45fc7378","title":"Design Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"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":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"CA$173K â CA$326K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"CA$173K - CA$326K","compensationTiers":[{"id":"14ff11e9-bd34-4b9f-94f9-c6ede855164e","tierSummary":"CA$188K â CA$230K ⢠Offers Equity","title":"L4 (Staff): Toronto & Vancouver","additionalInformation":null,"components":[{"id":"2891d9f7-018b-4db3-b349-6323ea65e1d1","summary":"CA$188K â CA$230K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":188000,"maxValue":230000},{"id":"6887114e-b68d-47c1-aef2-4e9110246cfa","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"913a7c9d-8e9a-4dac-a40b-04a4f9ff0d26","tierSummary":"CA$173K â CA$212K ⢠Offers Equity","title":"L4 (Staff): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"1cee28ce-3d8c-479d-a249-747b8a44df82","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1c9010d1-7e6a-4d2f-b800-510dce0a0d12","summary":"CA$173K â CA$212K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":173000,"maxValue":212000}]},{"id":"0e114d84-ee09-4007-ab25-0516d69494c6","tierSummary":"CA$267K â CA$326K ⢠Offers Equity","title":"L5 (Sr Staff) - Toronto & Vancouver","additionalInformation":null,"components":[{"id":"53246cb8-c1a1-49b4-9612-f9450fe398dd","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c9e01651-4f9e-4cc4-b4e1-466bae907e10","summary":"CA$267K â CA$326K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":267000,"maxValue":326000}]},{"id":"426ed21f-7108-4f1d-a614-9ba500662d2e","tierSummary":"CA$220K â CA$268K ⢠Offers Equity","title":"L5 (Sr Staff): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"5c483ba1-4649-4627-8111-8e15d4f13536","summary":"CA$220K â CA$268K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":220000,"maxValue":268000},{"id":"55411a08-9af4-47bc-a61c-b6f7a1074d31","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":173000,"maxValue":326000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"0f5dbf59-687b-4d88-88a7-73ee0a66b48d","title":"Staff Platform Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"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":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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. 𼾠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:
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 đŞđž.
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, 21% 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 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"$190K â $275K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$190K - $275K","compensationTiers":[{"id":"bae057dc-0490-42cb-8c91-612dd83c69b1","tierSummary":"$210K â $255K ⢠Offers Equity","title":"L4 (Staff): SF & NYC","additionalInformation":null,"components":[{"id":"66e39d63-5b9a-45d6-9dd3-756c2512478d","summary":"$210K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":255000},{"id":"9fa72b92-ebfd-40c4-9b74-a7b2cc38f2f4","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"6ede0601-287c-4616-8854-940ac5a81b2e","tierSummary":"$200K â $245K ⢠Offers Equity","title":"L4 (Staff): Seattle","additionalInformation":null,"components":[{"id":"391ce28c-9801-44e7-b313-4ef66176b38c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"5e3f0c5c-68d0-48b9-a83c-97142ebb4925","summary":"$200K â $245K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":245000}]},{"id":"c4f82a66-5fd6-4092-9585-072dfd86046d","tierSummary":"$195K â $234K ⢠Offers Equity","title":"L4 (Staff): US Tier 2","additionalInformation":null,"components":[{"id":"f50f8172-29d8-427e-852b-b8e076da98b0","summary":"$195K â $234K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":195000,"maxValue":234000},{"id":"535e03da-3d7b-4f74-8536-67b9336b9dcf","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"231f92aa-3fa1-40b6-b9a0-c7f34bc587de","tierSummary":"$190K â $227K ⢠Offers Equity","title":"L4 (Staff): US Tier 3","additionalInformation":null,"components":[{"id":"e128ed32-bb25-4852-bb70-16bf96825f5a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"926b0e6d-c45f-4117-a550-90e9b561c2ad","summary":"$190K â $227K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":190000,"maxValue":227000}]},{"id":"7b08ad91-cc0b-4107-8dfb-2c2bca82ce8d","tierSummary":"$225K â $275K ⢠Offers Equity","title":"L5 (Sr Staff): SF & NYC","additionalInformation":null,"components":[{"id":"3604baad-e532-4dc3-a16a-b98dfff6cb93","summary":"$225K â $275K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":225000,"maxValue":275000},{"id":"07354bb3-973e-488a-b3ce-57fa237af697","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"e4cfe443-8100-42df-a2b0-f9d487ba8489","tierSummary":"$220K â $268K ⢠Offers Equity","title":"L5 (Sr Staff): Seattle","additionalInformation":null,"components":[{"id":"fa632c70-dc7a-4b54-8670-d8241579e8a1","summary":"$220K â $268K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":268000},{"id":"8c7b4357-30f9-45e5-b41a-e9993d085675","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"3244e374-8ba9-48c3-962a-4ed3bbf6d78c","tierSummary":"$208K â $254K ⢠Offers Equity","title":"L5 (Sr Staff): US Tier 2","additionalInformation":null,"components":[{"id":"1b55082b-6fc5-4c71-a517-067751c9d5bb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c7328bdf-85fe-459c-8211-25d5a57009c6","summary":"$208K â $254K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":208000,"maxValue":254000}]},{"id":"1a1f4e57-1486-4f37-8a7c-3887911abb14","tierSummary":"$202K â $248K ⢠Offers Equity","title":"L5 (Sr Staff): US Tier 3","additionalInformation":null,"components":[{"id":"5bd43c3b-8865-47cc-96ba-853182043da5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"a4068db8-8651-42e2-90bc-ebdb778b0eb7","summary":"$202K â $248K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":202000,"maxValue":248000}]}],"summaryComponents":[{"minValue":190000,"maxValue":275000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"f19ebe65-f31e-4547-864e-0ae523c05afc","title":"Staff Platform Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"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":"USA","addressLocality":"Waterloo"}}}],"publishedAt":"2025-11-13T23:13:32.573+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}},"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. 𼾠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:
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 đŞđž.
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, 21% 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 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"CA$173K â CA$326K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"CA$173K - CA$326K","compensationTiers":[{"id":"1040d470-c3d4-4038-9735-647330f51f11","tierSummary":"CA$188K â CA$230K ⢠Offers Equity","title":"L4 (Staff): Toronto & Vancouver","additionalInformation":null,"components":[{"id":"4a38dc36-bb81-4f74-b5ec-6033e7ede283","summary":"CA$188K â CA$230K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":188000,"maxValue":230000},{"id":"b73500ba-6212-4149-8d1c-220fd74bce9b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0aa40788-138e-4e7d-be74-8c2bbf02aae9","tierSummary":"CA$173K â CA$212K ⢠Offers Equity","title":"L4 (Staff): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"a7a7fa80-2f23-45d6-8725-243a8548dc01","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d6c4384f-2e4c-4a4a-a1f6-b88e4fe57d46","summary":"CA$173K â CA$212K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":173000,"maxValue":212000}]},{"id":"1f558831-307c-4c46-bd2c-3684e7ade96a","tierSummary":"CA$267K â CA$326K ⢠Offers Equity","title":"L5 (Sr Staff): Toronto & Vancouver","additionalInformation":null,"components":[{"id":"4d05c94d-e797-4144-a2af-591391fb8d16","summary":"CA$267K â CA$326K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":267000,"maxValue":326000},{"id":"4ab45dab-692d-420a-8fff-30b405f2e876","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"907295ad-e322-4250-a537-a40a2bc67e96","tierSummary":"CA$220K â CA$268K ⢠Offers Equity","title":"L5 (Sr Staff): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"2b9a1038-146e-491c-9860-87e0a398026d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"cff44ab2-6538-4d03-afd5-608c6343a43b","summary":"CA$220K â CA$268K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":220000,"maxValue":268000}]}],"summaryComponents":[{"minValue":173000,"maxValue":326000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"6a15668c-3f98-4404-8f1f-927cddfc5af7","title":"Staff Software Engineer, Product Engineering, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"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":"2025-11-13T22:52:27.052+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"$190K â $275K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$190K - $275K","compensationTiers":[{"id":"defad462-2255-4b91-a030-bdaba8afdfa9","tierSummary":"$210K â $255K ⢠Offers Equity","title":"L4 (Staff): SF & NYC","additionalInformation":null,"components":[{"id":"361f71a6-79dc-44e5-b305-ede15f115906","summary":"$210K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":255000},{"id":"80daf401-fdb3-4b76-aa82-b404d6432510","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"46d623d8-e710-4d53-9248-dd2cd786db98","tierSummary":"$200K â $245K ⢠Offers Equity","title":"L4 (Staff): Seattle","additionalInformation":null,"components":[{"id":"6192039c-b97d-41b5-a806-27732b31fd95","summary":"$200K â $245K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":245000},{"id":"a800d3ad-d145-4d47-8a53-54bf45724109","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"934f1b6c-0d84-45a7-b137-5e72f32aaa0d","tierSummary":"$195K â $234K ⢠Offers Equity","title":"L4 (Staff): US Tier 2","additionalInformation":null,"components":[{"id":"b732e7b8-bdf7-4d76-a4a5-c2cb8bdec623","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"cf16de46-c03a-4a07-866f-03b544409fac","summary":"$195K â $234K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":195000,"maxValue":234000}]},{"id":"32777c81-39f5-4a69-8473-fa852f0ee748","tierSummary":"$190K â $227K ⢠Offers Equity","title":"L4 (Staff): US Tier 3","additionalInformation":null,"components":[{"id":"7cfd9742-9119-466b-8d16-be20dde48542","summary":"$190K â $227K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":190000,"maxValue":227000},{"id":"b173ecb3-e8c4-482d-95bb-f57ca602dd9e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"7063a704-2a14-4b44-83ee-31c6476e03d6","tierSummary":"$225K â $275K ⢠Offers Equity","title":"L5 (Sr Staff): SF & NYC","additionalInformation":null,"components":[{"id":"bfbb962f-7146-4590-8652-439a076c6a3b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"413ac650-666f-4cd0-8f3a-f72516909cec","summary":"$225K â $275K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":225000,"maxValue":275000}]},{"id":"ed254a21-f8ed-4eec-81d2-26095e867203","tierSummary":"$220K â $268K ⢠Offers Equity","title":"L5 (Sr Staff): Seattle","additionalInformation":null,"components":[{"id":"04ededff-cfec-4b0c-a462-0560e05a7d41","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"631c2346-0edb-45a0-a1b7-f10c343f7f6c","summary":"$220K â $268K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":268000}]},{"id":"97f4a305-6efc-49f8-93ac-203bed82551d","tierSummary":"$208K â $254K ⢠Offers Equity","title":"L5 (Sr Staff): US Tier 2","additionalInformation":null,"components":[{"id":"d7f7093e-89d0-4855-8742-588e3f0b9e85","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6d36f66f-211b-432e-a140-37981e89b17d","summary":"$208K â $254K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":208000,"maxValue":254000}]},{"id":"ef1c4d07-7744-4d46-81ea-5cbfdd0bd9b3","tierSummary":"$202K â $248K ⢠Offers Equity","title":"L5 (Sr Staff): US Tier 3","additionalInformation":null,"components":[{"id":"8ffda29e-a643-4225-b6f6-ba7effa82876","summary":"$202K â $248K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":202000,"maxValue":248000},{"id":"654aa88d-29ff-405f-8a51-9822f8f193c7","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":190000,"maxValue":275000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"272bc3f4-5af6-4c14-b797-a424b62d306c","title":"Senior Software Engineer, Product Engineering, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"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":"USA","addressLocality":"Waterloo"}}}],"publishedAt":"2025-11-13T22:52:35.644+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"CA$151K â CA$200K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"CA$151K - CA$200K","compensationTiers":[{"id":"c2bdb46a-6cb4-40cb-a5a4-8cceccbe9041","tierSummary":"CA$163K â CA$200K ⢠Offers Equity","title":"Toronto & Vancouver","additionalInformation":null,"components":[{"id":"80490361-29d1-404d-a8c2-3ced019be9b2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1e9c4a1a-1b8d-4e74-adf1-5fb0d80f1efa","summary":"CA$163K â CA$200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":163000,"maxValue":200000}]},{"id":"67d5c235-d4fa-4e29-95a1-78313685fa55","tierSummary":"CA$151K â CA$184K ⢠Offers Equity","title":"Canada - All Other Locations","additionalInformation":null,"components":[{"id":"0f55e991-3c35-478a-9eae-9b316384f1fb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"8c8304a0-8c23-4e97-8fcb-9ec047fc4150","summary":"CA$151K â CA$184K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":151000,"maxValue":184000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":151000,"maxValue":200000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"751768c6-8d97-4e91-a57d-6b85ce4b5a37","title":"Senior Software Engineer, Product Engineering, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"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"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2025-11-13T22:51:53.335+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"$153K â $220K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$153K - $220K","compensationTiers":[{"id":"a938e069-0568-42d1-928c-83873b20404f","tierSummary":"$180K â $220K ⢠Offers Equity","title":"SF & NYC","additionalInformation":null,"components":[{"id":"99c80704-0938-4ab2-96ec-e55ced1980e2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"4bace6f7-38b2-4dbe-837c-fa5b64deff28","summary":"$180K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":220000}]},{"id":"77c89d03-ee1e-4484-aba1-e6702ffc1206","tierSummary":"$175K â $215K ⢠Offers Equity","title":"Seattle","additionalInformation":null,"components":[{"id":"c9fc2022-ab8d-457a-92cf-80c3eeca6448","summary":"$175K â $215K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":175000,"maxValue":215000},{"id":"3aad0129-24d4-4466-9560-eff83974801a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"78fa56ba-03b0-4da9-827e-401fbf3b650c","tierSummary":"$162K â $198K ⢠Offers Equity","title":"US Tier 2","additionalInformation":null,"components":[{"id":"1fc90876-1c90-4a74-8d8d-776ba2bd1f4f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2f9f24da-7d11-4e97-a621-c85c7fafee17","summary":"$162K â $198K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":162000,"maxValue":198000}]},{"id":"c7a1a4c1-431f-4f94-b0f6-97c526945ed2","tierSummary":"$153K â $190K ⢠Offers Equity","title":"US Tier 3","additionalInformation":null,"components":[{"id":"9cd40c4a-4285-408f-a819-2ff2ae4570ef","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"9ad21b32-5aba-458a-9381-465906f45626","summary":"$153K â $190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":153000,"maxValue":190000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":153000,"maxValue":220000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"ac5a2281-806d-4aed-b742-69527b3e4575","title":"Sales Manager, Enterprise - Americas","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2025-12-03T18:54:12.204+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 managers unlock hiring excellence
Raised our Series D in 2025, and weâre growing ARR >100% YoY
Have over 3,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Reddit
Built multiple products to win both land-and-expand and material new business deals
Rapidly moving up-market with no signs of slowing down
Implemented AI throughout the platform
Known for our pace of innovation and advanced analytics
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 an experienced Enterprise Sales Manager in North America to lead the segment and scale our Enterprise AE team. There are three primary responsibilities that this sales leader will take on:
Be accountable for the revenue results of the segment. 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.
Make high quality hires 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!
đź Youâve managed 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
đĽ 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 are comfortable establishing relationships with customers and facilitating peer-to-peer conversations between company leadership to elevate 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.
âď¸ You have sold a complex multi-product platform and have won many 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 Steph, our Sales Recruiting Manager 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\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 in 2025, and weâre growing ARR >100% YoY\n\n - Have over 3,000 amazing customers including OpenAI, Ramp, Deliveroo, Notion and Reddit\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\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 an experienced Enterprise Sales Manager in North America to lead the segment and scale our Enterprise AE team. There are three primary responsibilities that this sales leader will take on:\n\n 1. Be accountable for the revenue results of the segment. 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. Make high quality hires 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 - đź Youâve managed 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 - đĽ 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 are comfortable establishing relationships with customers and facilitating peer-to-peer conversations between company leadership to elevate 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 - âď¸ You have sold a complex multi-product platform and have won many 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 Steph, our Sales Recruiting Manager 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.","compensation":{"compensationTierSummary":"$330K â $367.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$330,000 - $367,500","compensationTiers":[{"id":"878d0efc-0d03-4ebf-b05c-03eb3c63222f","tierSummary":"USD $330,000 â $367,500 ⢠Offers Equity ⢠Offers Commission ⢠50/50 Split","title":"United States","additionalInformation":"50/50 Split","components":[{"id":"9cae33f8-683a-4f86-bb1c-ea3fecbe1d5c","summary":"USD $330,000 â $367,500","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":330000,"maxValue":367500},{"id":"facb2a97-1ee8-4a4d-bcb6-3eb0277c8687","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"c6ee3874-a089-4d66-b3d1-fc1732881df2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"b7943f7d-7f72-4b32-b7e5-cd93c2241fd4","tierSummary":"CAN CA$363,000 â CA$404,250 ⢠Offers Equity ⢠Offers Commission ⢠50/50 Split","title":"Canada","additionalInformation":"50/50 Split","components":[{"id":"47a82749-ce6a-412e-b467-1497f18ba414","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"729f18c2-01e8-4bb7-9395-9ed53749c441","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"7ebf812e-6b86-4e9a-9104-23b0e555c351","summary":"CAN CA$363,000 â CA$404,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":363000,"maxValue":404250}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":330000,"maxValue":367500},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"55078a90-f1f0-4190-9d2a-c14d1cbc5486","title":"Product Support Specialist - Australia","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Australia","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-20T17:26:27.704+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Australia","addressCountry":"Australia","addressLocality":"Australia"}},"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
Virtual Onsite - 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 - Virtual Onsite - 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.","compensation":{"compensationTierSummary":"A$70K â A$105K ⢠Offers Equity","scrapeableCompensationSalarySummary":"A$70K - A$105K","compensationTiers":[{"id":"5567d29c-ce3f-455f-88eb-026ea83844fc","tierSummary":"A$70K â A$105K ⢠Offers Equity","title":"Australia","additionalInformation":null,"components":[{"id":"344f5a67-1acf-4e5d-b243-47a7502d51a8","summary":"A$70K â A$105K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":70000,"maxValue":105000},{"id":"7351f86b-911e-4c1b-b66f-3cd1d9a3169e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":70000,"maxValue":105000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"b64e1498-04ae-4747-8930-a42d4ce6c047","title":"Product Support Specialist - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - North to South America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2026-02-20T13:14:50.065+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"San Francisco"}},"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
Virtual Onsite - 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 - Virtual Onsite - 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.","compensation":{"compensationTierSummary":"$75K â $85K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$75K - $85K","compensationTiers":[{"id":"ad968740-53ae-4d9f-a7b7-981b15210de6","tierSummary":"$75K â $85K ⢠Offers Equity","title":"US","additionalInformation":null,"components":[{"id":"e3f3e4cc-8a01-4b88-8e6b-1917a54c6d16","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"80dd86ec-04ce-4f49-ae96-7954e06d20e7","summary":"$75K â $85K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":75000,"maxValue":85000}]},{"id":"e63267b7-0add-44dc-a27b-d721b87f70a5","tierSummary":"CA$62.5K â CA$94.5K ⢠Offers Equity","title":"Canada","additionalInformation":null,"components":[{"id":"9c377944-1e00-4c06-a148-0d3cd137457d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"ba3c4f65-012a-4d91-8e76-1ea15288861b","summary":"CA$62.5K â CA$94.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":62500,"maxValue":94500}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":75000,"maxValue":85000}]}},{"id":"3b9b0141-86e7-46b2-b6b4-ed039b84cdc4","title":"Senior Software Engineer, Product Engineering, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Portugal","address":{"postalAddress":{"addressRegion":"Portugal","addressCountry":"Portugal","addressLocality":"Portugal"}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressRegion":"Germany","addressCountry":"Germany","addressLocality":"Germany"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"Italy","addressCountry":"Italy","addressLocality":"Italy"}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"Croatia","addressCountry":"Croatia","addressLocality":"Croatia"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Denmark","addressCountry":"Denmark","addressLocality":"Denmark"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"Sweden","addressCountry":"Sweden","addressLocality":"Sweden"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Poland"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Dublin","addressCountry":"Ireland","addressLocality":"Dublin"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"Estonia","addressCountry":"Estonia","addressLocality":"Estonia"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"Romania","addressCountry":"Romania","addressLocality":"Romania"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"France","addressCountry":"France","addressLocality":"France"}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"Switzerland","addressCountry":"Switzerland","addressLocality":"Switzerland"}}},{"location":"Lisbon","address":{"postalAddress":{"addressRegion":"Lisbon","addressCountry":"Portugal","addressLocality":"Lisbon"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Copenhagen","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Amsterdam","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}}],"publishedAt":"2025-11-13T23:51:49.591+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"âŹ98K â âŹ133K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ98K - âŹ133K","compensationTiers":[{"id":"7e0f05b8-3132-4ec6-91af-27fa7f2796d5","tierSummary":"âŹ108K â âŹ133K ⢠Offers Equity","title":"EU Tier 1","additionalInformation":null,"components":[{"id":"677542be-10dd-4f4d-a17d-a6b167b53828","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"13bac280-8ab3-4ea4-8dec-ca59eb384b48","summary":"âŹ108K â âŹ133K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":108000,"maxValue":133000}]},{"id":"508ff7da-5c32-4453-9086-da65cf1910fc","tierSummary":"âŹ98K â âŹ122K ⢠Offers Equity","title":"EU Tier 2","additionalInformation":null,"components":[{"id":"5bd15c11-aa48-4e2a-b6e4-15558526881f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"600b99fb-7874-4778-aa03-4edb3dad746e","summary":"âŹ98K â âŹ122K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":98000,"maxValue":122000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":98000,"maxValue":133000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"c3c7125d-7883-4dff-a2bf-f5a55de4a364","title":"Staff Software Engineer, Product Engineering, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Romania","address":{"postalAddress":{"addressRegion":"Romania","addressCountry":"Romania","addressLocality":"Romania"}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"Switzerland","addressCountry":"Switzerland","addressLocality":"Switzerland"}}},{"location":"Portugal","address":{"postalAddress":{"addressRegion":"Portugal","addressCountry":"Portugal","addressLocality":"Portugal"}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressRegion":"Germany","addressCountry":"Germany","addressLocality":"Germany"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"Italy","addressCountry":"Italy","addressLocality":"Italy"}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"Croatia","addressCountry":"Croatia","addressLocality":"Croatia"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Denmark","addressCountry":"Denmark","addressLocality":"Denmark"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"Sweden","addressCountry":"Sweden","addressLocality":"Sweden"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Poland"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Netherlands","addressCountry":"Netherlands","addressLocality":"Netherlands"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"Estonia","addressCountry":"Estonia","addressLocality":"Estonia"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"France","addressCountry":"France","addressLocality":"France"}}},{"location":"Lisbon","address":{"postalAddress":{"addressRegion":"Lisbon","addressCountry":"Portugal","addressLocality":"Lisbon"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Copenhagen","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Amsterdam","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}}],"publishedAt":"2025-11-14T00:00:17.845+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"âŹ141K â âŹ226K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ141K - âŹ226K","compensationTiers":[{"id":"e7e85771-3e8b-44f7-ae52-4cf39549c6c3","tierSummary":"âŹ141K â âŹ174K ⢠Offers Equity","title":"L4 (Staff): EU All Locations","additionalInformation":null,"components":[{"id":"9d23ea2a-df34-4df6-bda3-70c35bf35f1c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"5d12746b-b892-4e9b-865a-6f74908a1faa","summary":"âŹ141K â âŹ174K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":141000,"maxValue":174000}]},{"id":"6f852b3e-9b93-49f6-b4cb-d39f184c0865","tierSummary":"âŹ185K â âŹ226K ⢠Offers Equity","title":"L5 (Sr Staff): EU All Locations","additionalInformation":null,"components":[{"id":"44845712-52de-4be9-8993-e91cc690c3ce","summary":"âŹ185K â âŹ226K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":185000,"maxValue":226000},{"id":"fbf23001-8959-4054-bef1-658f3a1694e6","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":141000,"maxValue":226000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"0020099f-9bb3-4da9-9808-4556564f5301","title":"Staff Software Engineer, Product Engineering, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"UK","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"United Kingdom","addressCountry":"United Kingdom","addressLocality":"United Kingdom"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"Oxford","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"Cambridge","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"Manchester","addressCountry":"United Kingdom","addressLocality":"Manchester"}}}],"publishedAt":"2025-11-13T23:58:54.418+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"ÂŁ138K â ÂŁ224K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ138K - ÂŁ224K","compensationTiers":[{"id":"795efda6-d483-4148-b4a2-95160eb810ba","tierSummary":"ÂŁ138K â ÂŁ170K ⢠Offers Equity","title":"L4 (Staff): All UK Locations","additionalInformation":null,"components":[{"id":"e0b61aef-5b4c-4e29-bee3-b670066496aa","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"685afabc-4e43-4dff-984d-d3677a0b9a26","summary":"ÂŁ138K â ÂŁ170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":138000,"maxValue":170000}]},{"id":"89cb8390-c815-4900-8c1d-671807ffe416","tierSummary":"ÂŁ182K â ÂŁ224K ⢠Offers Equity","title":"L5 (Sr Staff): All UK Locations","additionalInformation":null,"components":[{"id":"f106bda6-c041-4212-817c-ed8d898087b5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e5cd3ef4-f9e5-4a7e-9fad-e8af330276e4","summary":"ÂŁ182K â ÂŁ224K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":182000,"maxValue":224000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":138000,"maxValue":224000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"472eef28-6e52-43b4-9bff-9113522890f5","title":"Senior Software Engineer, Product Engineering, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"UK","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"United Kingdom","addressCountry":"United Kingdom","addressLocality":"United Kingdom"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"Manchester","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"Oxford","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"Cambridge","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2025-11-13T23:50:53.275+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"ÂŁ103K â ÂŁ137K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ103K - ÂŁ137K","compensationTiers":[{"id":"aba76bf2-3ebc-465a-8fb4-f3a2899337c6","tierSummary":"ÂŁ112K â ÂŁ137K ⢠Offers Equity","title":"London","additionalInformation":null,"components":[{"id":"607018cb-73d6-418f-b37d-7feb1266ea3a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1bf22d68-3629-4273-83d9-5f910fe453d0","summary":"ÂŁ112K â ÂŁ137K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":112000,"maxValue":137000}]},{"id":"f9237382-dc4f-4c55-9f69-2025986fb946","tierSummary":"ÂŁ103K â ÂŁ126K ⢠Offers Equity","title":"UK - All Other Locations","additionalInformation":null,"components":[{"id":"306d6b28-b362-4b87-9ef9-4551d91930d5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"09d51840-b0ce-424d-a367-3616c31e819f","summary":"ÂŁ103K â ÂŁ126K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":103000,"maxValue":126000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":103000,"maxValue":137000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"fa001346-ea81-41b2-bfbe-2271d3faac1a","title":"Staff Platform Engineer, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Romania","address":{"postalAddress":{"addressRegion":"Romania","addressCountry":"Romania","addressLocality":"Romania"}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"Switzerland","addressCountry":"Switzerland","addressLocality":"Switzerland"}}},{"location":"Portugal","address":{"postalAddress":{"addressRegion":"Portugal","addressCountry":"Portugal","addressLocality":"Portugal"}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressRegion":"Germany","addressCountry":"Germany","addressLocality":"Germany"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"Italy","addressCountry":"Italy","addressLocality":"Italy"}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"Croatia","addressCountry":"Croatia","addressLocality":"Croatia"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Denmark","addressCountry":"Denmark","addressLocality":"Denmark"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"Sweden","addressCountry":"Sweden","addressLocality":"Sweden"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Poland"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Netherlands","addressCountry":"Netherlands","addressLocality":"Netherlands"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"Estonia","addressCountry":"Estonia","addressLocality":"Estonia"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"France","addressCountry":"France","addressLocality":"France"}}},{"location":"Lisbon","address":{"postalAddress":{"addressRegion":"Lisbon","addressCountry":"Portugal","addressLocality":"Lisbon"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Copenhagen","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Amsterdam","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}}],"publishedAt":"2025-11-14T00:13:11.459+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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. 𼾠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:
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 đŞđž.
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, 21% 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 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"âŹ141K â âŹ226K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ141K - âŹ226K","compensationTiers":[{"id":"7ac40d42-9687-4af7-b875-86aa7de37fd7","tierSummary":"âŹ141K â âŹ174K ⢠Offers Equity","title":"L4 (Staff): All EU Locations","additionalInformation":null,"components":[{"id":"bcee1ed6-c94c-482b-97cf-92a95bcab029","summary":"âŹ141K â âŹ174K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":141000,"maxValue":174000},{"id":"54cd4e17-2892-4059-9cf5-b9e1f5663e88","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"24284432-fb05-404f-9276-e6d01a209840","tierSummary":"âŹ185K â âŹ226K ⢠Offers Equity","title":"L5 (Sr Staff): All EU Locations","additionalInformation":null,"components":[{"id":"54708d47-4fce-4bea-92f9-5ddb775da3a2","summary":"âŹ185K â âŹ226K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":185000,"maxValue":226000},{"id":"29ae64c3-21b8-42fa-ac3b-20a4379afa35","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":141000,"maxValue":226000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"87b96eef-edc1-4de4-adb6-d460126d02f8","title":"Design Engineer, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Portugal","address":{"postalAddress":{"addressRegion":"Portugal","addressCountry":"Portugal","addressLocality":"Portugal"}}},{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Germany","address":{"postalAddress":{"addressRegion":"Germany","addressCountry":"Germany","addressLocality":"Germany"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"Italy","addressCountry":"Italy","addressLocality":"Italy"}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"Croatia","addressCountry":"Croatia","addressLocality":"Croatia"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"Denmark","addressCountry":"Denmark","addressLocality":"Denmark"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"Sweden","addressCountry":"Sweden","addressLocality":"Sweden"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Poland"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Netherlands","addressCountry":"Netherlands","addressLocality":"Netherlands"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"Estonia","addressCountry":"Estonia","addressLocality":"Estonia"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"France","addressCountry":"France","addressLocality":"France"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"Romania","addressCountry":"Romania","addressLocality":"Romania"}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"Switzerland","addressCountry":"Switzerland","addressLocality":"Switzerland"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Lisbon","address":{"postalAddress":{"addressRegion":"Lisbon","addressCountry":"Portugal","addressLocality":"Lisbon"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Copenhagen","address":{"postalAddress":{"addressRegion":"Copenhagen","addressCountry":"Denmark","addressLocality":"Copenhagen"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Amsterdam","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}}],"publishedAt":"2025-11-13T23:43:02.608+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"âŹ141K â âŹ226K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ141K - âŹ226K","compensationTiers":[{"id":"42bfa5a3-559a-4dde-bfc4-c842dc943128","tierSummary":"âŹ141K â âŹ174K ⢠Offers Equity","title":"L4 (Staff): EU All Locations","additionalInformation":null,"components":[{"id":"0d2c3fae-c074-4cf7-8b90-aff64e74066f","summary":"âŹ141K â âŹ174K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":141000,"maxValue":174000},{"id":"c9a35195-f742-407f-957c-0f04fae3866f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0e9d2444-4afe-4d5a-bb5e-e80e4b93d936","tierSummary":"âŹ185K â âŹ226K ⢠Offers Equity","title":"L5 (Sr Staff) - EU All Locations","additionalInformation":null,"components":[{"id":"4a87926c-c0cc-46a8-87af-4855799d6dad","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6bd99340-4a4b-4f65-9960-5c277520373b","summary":"âŹ185K â âŹ226K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":185000,"maxValue":226000}]}],"summaryComponents":[{"minValue":141000,"maxValue":226000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"306a353b-aab5-49d6-a711-a77aa0f5a660","title":"Design Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"UK","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"United Kingdom","addressCountry":"United Kingdom","addressLocality":"United Kingdom"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"Oxford","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"Cambridge","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"Manchester","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}}],"publishedAt":"2025-11-13T23:42:08.067+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"ÂŁ138K â ÂŁ224K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ138K - ÂŁ224K","compensationTiers":[{"id":"e56b3a75-f5bc-44a2-9a81-f53994a02caf","tierSummary":"ÂŁ138K â ÂŁ170K ⢠Offers Equity","title":"L4 (Staff): All UK Locations","additionalInformation":null,"components":[{"id":"aa63b737-046c-4c22-be61-f046f59ed868","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"07932455-1573-4751-8f39-ae052afe659e","summary":"ÂŁ138K â ÂŁ170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":138000,"maxValue":170000}]},{"id":"e38ea869-71b7-4610-991e-1cc5fa1f3604","tierSummary":"ÂŁ182K â ÂŁ224K ⢠Offers Equity","title":"L5 (Sr Staff): All UK Locations","additionalInformation":null,"components":[{"id":"67ad0fe6-e679-4b01-bbc6-770c6c97f294","summary":"ÂŁ182K â ÂŁ224K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":182000,"maxValue":224000},{"id":"2fb726a3-d8c2-4675-a030-f71a1ba330ea","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":138000,"maxValue":224000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"08979cea-84ba-4b35-853f-dffc12f14438","title":"High Touch Customer Success Manager - PST","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2025-12-18T23:31:54.756+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/08979cea-84ba-4b35-853f-dffc12f14438","applyUrl":"https://jobs.ashbyhq.com/ashby/08979cea-84ba-4b35-853f-dffc12f14438/application","descriptionHtml":"Hi, Iâm Beth, and Iâm the Manager of High Touch Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional high-touch customer experience across the mid-market segment. I'm thrilled to be hiring our next CSM, specifically in the PST or MST timezone, as we continue expanding globally.
As a member of our Customer Success team, you will help us continue to grow our High Touch Customer Success function. In this role, 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 High Touch 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.
𧊠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§âđŤ 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.
âď¸ 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.
âĄď¸ You move fast. You leverage tools/technology to maximize your time. You are at home managing a wide range of customers, and prioritizing effectively.
đşď¸ 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.
đ¨âđ¨âđ§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 High Touch CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.
You're interested in managing customer accounts with infrequent and well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)
You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.
Youâre afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals feels âbeneath youâ, this job isnât going to be for you.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We 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 Beth, and Iâm the Manager of High Touch Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional high-touch customer experience across the mid-market segment. I'm thrilled to be hiring our next CSM, specifically in the PST or MST timezone, as we continue expanding globally.\n\nAs a member of our Customer Success team, you will help us continue to grow our High Touch Customer Success function. In this role, 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 High Touch 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 - 𧊠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§âđŤ 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 - âď¸ 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 - âĄď¸ 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 - đşď¸ 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 - đ¨âđ¨âđ§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 High Touch CSMs typically manage a book of 60+ customers, balancing personalized relationships with efficient, scalable support.\n\n - You're interested in managing customer accounts with infrequent and well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)\n\n - You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.\n\n - Youâre afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals feels âbeneath youâ, this job isnât going to be for you.\n\n\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.","compensation":{"compensationTierSummary":"$110K â $145K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$110K - $145K","compensationTiers":[{"id":"708cb364-0470-43ee-bde1-22c4d3752de4","tierSummary":"$110K â $145K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"bf3a4e88-f1e0-4991-a696-35eb6b87c3d3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"48865bc2-9031-4970-8802-e3e9b7deda8f","summary":"$110K â $145K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":145000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":145000}]}},{"id":"448baa35-cd72-468a-bcab-51dd55b7a275","title":"Staff Software Engineer, Product Engineering, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"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":"2025-11-06T13:33:25.385+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}},"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 đđž 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. 𼾠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:
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 đŞđž.
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, 21% 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 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 đđž 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"CA$173K â CA$326K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"CA$173K - CA$326K","compensationTiers":[{"id":"ad98abcc-83a5-4df4-b5f3-9183be7abcce","tierSummary":"CA$188K â CA$230K ⢠Offers Equity","title":"L4 (Staff): Toronto & Vancouver","additionalInformation":null,"components":[{"id":"68c38d8f-cb42-4d4c-b1b6-0233f1db2f24","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"51550b73-c340-461f-b5e3-64a832ba7d2d","summary":"CA$188K â CA$230K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":188000,"maxValue":230000}]},{"id":"547e9248-ac27-4644-b831-fe3c927c2a81","tierSummary":"CA$173K â CA$212K ⢠Offers Equity","title":"L4 (Staff): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"d4e6c0be-c095-466f-bce4-364d64894411","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d6620885-08de-4cda-832c-9bb35b9630ca","summary":"CA$173K â CA$212K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":173000,"maxValue":212000}]},{"id":"3f92f8d3-8e44-4503-a2d6-4cd5c054d7ef","tierSummary":"CA$267K â CA$326K ⢠Offers Equity","title":"L5 (Sr. Staff): Toronto & Vancouver","additionalInformation":null,"components":[{"id":"b6a762b7-c900-49a9-bd01-59f05155d5e0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"37c246fa-e810-4b4e-b541-827f3d2f4bf1","summary":"CA$267K â CA$326K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":267000,"maxValue":326000}]},{"id":"8d96fc71-b8a1-4625-85a7-005b5b52877c","tierSummary":"CA$220K â CA$268K ⢠Offers Equity","title":"L5 (Sr Staff): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"5174c5b5-eb51-4896-b602-89caa49031a8","summary":"CA$220K â CA$268K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":220000,"maxValue":268000},{"id":"9f15df7e-8564-4c25-b1e2-3d6cf703b942","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":173000,"maxValue":326000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"ae720f13-ad8b-4fdd-a8c3-5625bdc83a33","title":"Staff Platform Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"UK","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"United Kingdom","addressCountry":"United Kingdom","addressLocality":"United Kingdom"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"Oxford","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"Cambridge","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"Manchester","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}}],"publishedAt":"2025-11-14T00:15:23.214+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}},"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. 𼾠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:
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 đŞđž.
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, 21% 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 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. 𼾠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:\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 đŞđž.\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, 21% 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 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.","compensation":{"compensationTierSummary":"ÂŁ138K â ÂŁ224K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ138K - ÂŁ224K","compensationTiers":[{"id":"a585a89d-0ba0-48a1-8636-9ca371a63dfc","tierSummary":"ÂŁ138K â ÂŁ170K ⢠Offers Equity","title":"L4 (Staff): All UK Locations","additionalInformation":null,"components":[{"id":"056269cb-12b7-49ba-941e-10e468acb711","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"4d610fff-42fe-476e-8927-91a0c12748a3","summary":"ÂŁ138K â ÂŁ170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":138000,"maxValue":170000}]},{"id":"e0dfb714-2c2e-497c-8e30-3c8cae689597","tierSummary":"ÂŁ182K â ÂŁ224K ⢠Offers Equity","title":"L5 (Sr Staff): All UK Locations","additionalInformation":null,"components":[{"id":"d3dbd1cb-cb9d-4002-97b8-a0e503ced872","summary":"ÂŁ182K â ÂŁ224K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":182000,"maxValue":224000},{"id":"683e68fc-11b8-4343-9bbb-0dc71e1cf26d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":138000,"maxValue":224000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"51061458-3a38-4bea-84f4-7ea0ac3e417f","title":"Product Support Specialist - EMEA","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Dublin","addressCountry":"Ireland","addressLocality":"Dublin"}}},{"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":"Paris","addressCountry":"France","addressLocality":"Paris"}}},{"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":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}}],"publishedAt":"2026-02-20T21:10:00.884+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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
Virtual Onsite - 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 - Virtual Onsite - 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.","compensation":{"compensationTierSummary":"âŹ21K â âŹ60K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ21K - âŹ60K","compensationTiers":[{"id":"61f47ef3-d5e8-46d6-a5d1-7cc940a6eedc","tierSummary":"âŹ21K â âŹ31K ⢠Offers Equity","title":"Czechia, Poland, Hungary","additionalInformation":null,"components":[{"id":"2c6c4c4d-2d1b-43dc-b0cb-ed09d6c406fb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6313b0d9-d6e2-4a21-8b7c-bd06cdb29810","summary":"âŹ21K â âŹ31K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":21000,"maxValue":31000}]},{"id":"ad96b818-2a0f-4e3b-824a-c2ff998495cb","tierSummary":"âŹ45K â âŹ60K ⢠Offers Equity","title":"Ireland, Netherlands, Germany","additionalInformation":null,"components":[{"id":"687e6480-6f75-4c1d-83d9-5ed79dfa8b1c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"9643fb93-f016-4a94-920a-37d8d33560d2","summary":"âŹ45K â âŹ60K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":45000,"maxValue":60000}]},{"id":"0f2cb4cf-2c6a-4729-9ecd-038fcd58cab4","tierSummary":"âŹ30K â âŹ40K ⢠Offers Equity","title":"Spain","additionalInformation":null,"components":[{"id":"e3d5c594-f51d-49af-bd75-381c82dfba37","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b5ad5e8c-ec63-4f20-8294-8f6534ec4169","summary":"âŹ30K â âŹ40K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":30000,"maxValue":40000}]},{"id":"5788179e-cd8f-4944-9ec7-51320ce59c55","tierSummary":"âŹ35K â âŹ43K ⢠Offers Equity","title":"Italy","additionalInformation":null,"components":[{"id":"ac2422e0-483d-49bb-8fcc-b5eda0b9c5eb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"50a9cae6-0768-4ae1-a75d-8b7266cd5ab5","summary":"âŹ35K â âŹ43K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":35000,"maxValue":43000}]},{"id":"64425e9a-9119-4532-95f4-5f5eb7d623fe","tierSummary":"âŹ24K â âŹ31K ⢠Offers Equity","title":"Portugal","additionalInformation":null,"components":[{"id":"950b70e5-13d0-4464-b88c-c6be67f2dcab","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"29e01d4d-ad15-4d7c-81d4-880629fdc665","summary":"âŹ24K â âŹ31K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":24000,"maxValue":31000}]},{"id":"e9a67587-af4a-410d-b258-f6fbafb7445a","tierSummary":"ÂŁ40K â ÂŁ55K ⢠Offers Equity","title":"United Kingdom","additionalInformation":null,"components":[{"id":"e2b66972-22a4-4cd4-adb8-e21f141e2aa0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b69e2895-a511-400e-9125-f2629904edb9","summary":"ÂŁ40K â ÂŁ55K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":40000,"maxValue":55000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":21000,"maxValue":60000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"aeab359a-8cb5-4bcc-8cc0-1b521f99ea12","title":"Startup Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2025-12-09T23:05:26.540+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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.
âĄď¸ 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§âđź 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
đ˘ 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 - âĄď¸ 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§âđź 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 - đ˘ 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.","compensation":{"compensationTierSummary":"$120K â $165K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$120K - $165K","compensationTiers":[{"id":"b25aee41-6ff5-4a00-bfe3-4a556f4ff418","tierSummary":"OTE $120K â $165K ⢠Offers Equity ⢠Offers Commission","title":"USA","additionalInformation":null,"components":[{"id":"2b952aaf-a073-4c69-be0e-db5aeacdd2e3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"27bee25a-25d2-482b-a0ed-89f1c6135c4c","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"2bfa273d-b5ad-42c5-82e0-55bfcf168cfb","summary":"OTE $120K â $165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":165000}]},{"id":"a13122a7-3d31-4564-9c4a-6ac4e72a3f77","tierSummary":"OTE CA$132K â CA$181.5K ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"d6b6e166-73c2-4924-ae47-075ddbef0a97","summary":"OTE CA$132K â CA$181.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":132000,"maxValue":181500},{"id":"d472c20f-7441-4dfc-871e-237d29a04597","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"638961dd-ce45-4d7f-ba0e-4380666a5698","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":165000}]}},{"id":"0a7a0535-6c37-4905-bc23-d523dceb8797","title":"Startup Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2025-12-10T15:42:34.987+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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.
âĄď¸ 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§âđź 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
đ˘ 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 - âĄď¸ 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§âđź 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 - đ˘ 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.","compensation":{"compensationTierSummary":"$120K â $165K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$120K - $165K","compensationTiers":[{"id":"0451ab58-5e39-405c-9904-17664570e345","tierSummary":"OTE $120K â $165K ⢠Offers Equity ⢠Offers Commission","title":"USA","additionalInformation":null,"components":[{"id":"d6231c58-c1fa-474f-807f-f3a908d8c1d2","summary":"OTE $120K â $165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":165000},{"id":"9a53323f-48d4-487d-a969-689fa64271b6","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"290120b1-fe5c-428a-a245-951f260c03c5","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]},{"id":"fa5ed2f9-d623-4932-a102-3335c67e1e9b","tierSummary":"OTE CA$132K â CA$181.5K ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"bfe4a321-8d0e-45b3-89fb-fa11264fdb14","summary":"OTE CA$132K â CA$181.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":132000,"maxValue":181500},{"id":"94ef2de2-7410-42c1-9385-1660e58412b3","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"95b68607-a502-4ab6-a4d3-d044b86a49ed","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":165000},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"2373fcd5-144b-4d66-a98b-dd0efb4eb9d1","title":"Staff Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"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":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2025-12-11T04:38:54.143+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 five 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.
60m portfolio deep dive with a founder. It's a repeat, but you'd have more time and a different audience.
90m meet the team
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, 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 five 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. 60m portfolio deep dive with a founder. It's a repeat, but you'd have more time and a different audience.\n\n 5. 90m meet the team\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, 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.","compensation":{"compensationTierSummary":"$180K â $240K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$180K - $240K","compensationTiers":[{"id":"ec5a65ee-38d4-44d3-8b04-c66ebcac8011","tierSummary":"$220K â $240K ⢠Offers Equity","title":"US: San Francisco & New York","additionalInformation":null,"components":[{"id":"157f113c-2701-466c-ac49-5a5f10d5f97e","summary":"$220K â $240K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":240000},{"id":"aad3abcd-78a6-4e9a-ab89-887155fd7d79","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"73a660cb-8d3d-45ca-b524-d7ca566dc71e","tierSummary":"$200K â $220K ⢠Offers Equity","title":"US: LA, Boston, Seattle, D.C.","additionalInformation":null,"components":[{"id":"9ab6bfef-0d26-4ced-b7f9-bcc1278c2fce","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"62942a25-2f69-4843-8f11-886f4af1e312","summary":"$200K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":220000}]},{"id":"9680bcd4-fdfa-4481-8aca-6c96b81fe13b","tierSummary":"$180K â $200K ⢠Offers Equity","title":"US: All Other Locations","additionalInformation":null,"components":[{"id":"3da66c6c-24df-41c0-b9e5-10a4f24d54ef","summary":"$180K â $200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":200000},{"id":"f05c74b1-d560-4330-b1f3-b50fff687c2f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"76f708aa-4f2d-487a-8b11-16fc34e65570","tierSummary":"CA$200K â CA$220K ⢠Offers Equity","title":"Canada: Toronto & Vancouver","additionalInformation":null,"components":[{"id":"ce71d730-25d0-4bd5-9a4c-d945d064b522","summary":"CA$200K â CA$220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":200000,"maxValue":220000},{"id":"948b0720-0cbf-4fcf-9c55-e2579128d462","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"6b4b7c0c-22ab-484d-9263-16ed80dcb970","tierSummary":"CA$180K â CA$200K ⢠Offers Equity","title":"Canada: All Other Locations","additionalInformation":null,"components":[{"id":"9c7b1701-02fc-4eb1-952d-921b2f50f95f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6634a2a3-785f-48b9-9f42-011e36f08cf3","summary":"CA$180K â CA$200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":180000,"maxValue":200000}]}],"summaryComponents":[{"minValue":180000,"maxValue":240000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"53bf745e-c9f1-4dfc-b5fd-bda4182b9671","title":"Head of Strategic Customer Success - Americas","department":"Customer Success","team":"Dedicated Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-01-08T03:43:09.804+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/53bf745e-c9f1-4dfc-b5fd-bda4182b9671","applyUrl":"https://jobs.ashbyhq.com/ashby/53bf745e-c9f1-4dfc-b5fd-bda4182b9671/application","descriptionHtml":"Hi, I'm Casey â Head of Dedicated Customer Success; I look after our upmarket customers in the Strategic and High Touch segments. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our Head of Strategic Customer Success! In this role, youâll have the opportunity to elevate the customer experience to the next level, working alongside our High Touch, Startup, Support, Contract Management, and Professional Service leaders.
Our product and growth are exceptional. Ashbyâs All-in-One solution is powerful, easy to use, and often replaces 4-5 disparate solutions (ATS, scheduling, analytics, sourcing and CRM). We have several thousand customers, including notable organizations like Shopify and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, weâre growing >100% year over year, with very low churn.
As Head of Strategic Customer Success, you will lead our Strategic Customer Success segment and help define how Ashby serves our Enterprise customers. This role is pivotal in ensuring that, as we continue to move upmarket, our customers consistently have a remarkable experience. Youâll oversee and continue to grow a highly skilled team of tenured Strategic CSMs, guiding how they partner with some of our most sophisticated and complex organizations.
Youâll work alongside our High Touch Customer Success leaders, applying programmatic frameworks where they fit, while also facilitating bespoke engagements for Enterprise customers who require a more tailored approach.
Success in this role requires a deep product focus: weâre looking for a leader who is comfortable getting into the details of the product alongside the team, and who can partner with internal stakeholders to advocate for the product changes that matter most.
Ultimately, you will shape how Strategic Customer Success evolves at Ashby and ensure our largest customers achieve meaningful outcomes with our platform.
Role requirements:
Proven Leadership & Coaching: You have a track record of successfully growing, leading and developing high-performing Customer Success Teams in a complex B2B SaaS environment. You know how to deliver clear, actionable feedback, and you build a culture where your team can grow and succeed.
Customer-Centricity with an Enterprise Focus: You bring proven experience working with upmarket B2B companies (1,000+ employees) and understand the unique opportunities of enterprise adoption. You ensure customers realize value across their lifecycle and achieve their objectives with Ashby, balancing hands-on support with scalable approaches.
Strategic & Operational: You proactively identify opportunities to strengthen how we serve customers â whether through process improvements, new frameworks, or fresh approaches to engagement. You balance big-picture strategy with hands-on execution, driving process improvements and frameworks that deliver measurable results.
Customer Impact & Product Mastery: You excel at quickly learning and navigating robust, complex products to design programs that improve the customer journey at scale. Your work drives measurable impact across onboarding, adoption, and retention â ensuring customers realize value quickly and sustain success over time.
Cross-functional Collaboration: You partner effectively with Sales, Product, Engineering, and Operations to align on customer needs and deliver solutions. You understand when to collaborate, when to escalate, and how to influence outcomes across teams.
Innovative & Principled Approach: You proactively address thematic customer opportunities and improve our processes accordingly; youâre comfortable leveraging fresh technologies to enhance the efficiency and efficacy of our team. You donât rely on âIâve seen this doneâ but instead think critically to problem solve.
Analytical Mindset & Continuous Improvement: You use data to guide decisions and improve performance. Youâre comfortable measuring what matters â both for your team and your customers â and iterating to drive better results.
You could be a great fit if:
đŁ You communicate with clarity. You ask precise questions and can distill complex concepts into simple themes.
đ§ You see your role as both 1) an advocate for the Customer Success team, and 2) the voice of the customer to internal stakeholders so the product roadmap continues to evolve in an optimal direction.
đ You are a strategic problem solver. You thrive at solving complex challenges with principled, scalable solutions.
âĄď¸You know process matters. Youâre eager to improve workflows and operational details that enhance efficiency and consistency.
đ Your peers know you for your follow-through, detail orientation, and pride in strong internal operations.
đ§âđŤ You love to coach. Whether through call shadowing, real-time feedback, or structured development, you see every moment as an opportunity to help your team grow.
đ You get into the weeds. Youâre energized by diving into the product alongside your team, learning deeply, and modeling the type of engagement we expect from Strategic CSMs.
You might not be a great fit if:
Youâre not eager to roll up your sleeves and get into the weeds â whether thatâs shadowing calls, digging into the product, or iterating directly with your team.
You prefer to focus solely on strategic priorities. We expect that even our most senior leaders are able to âtraverse the elevationâ and be in the particulars as necessary.
Youâre uncomfortable with a writing-heavy culture. We rely on clear, concise proposals and documentation, and written communication is core to how we operate.
Youâre most comfortable with a simpler product rather than a highly configurable, technical platform.
You prefer exclusively to build (rather than build, iterate, optimize).
Your upmarket experience involves working with organizations that have fewer than 1,000 employees.
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
90 min - Interviews with VP of CS and Head of Dedicated CS - 30 min, then 60 min pending previous conversation
60 min - Presentation & Interview with Strategic CSM(s), Head of Startup, & Head of Professional Services
30 min - Interview with CEO
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
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.
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":"HEAD OF STRATEGIC CUSTOMER SUCCESS\n\nHi, I'm Casey â Head of Dedicated Customer Success; I look after our upmarket customers in the Strategic and High Touch segments. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement 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 Head of Strategic Customer Success! In this role, youâll have the opportunity to elevate the customer experience to the next level, working alongside our High Touch, Startup, Support, Contract Management, and Professional Service leaders.\n\nOur product and growth are exceptional. Ashbyâs All-in-One solution is powerful, easy to use, and often replaces 4-5 disparate solutions (ATS, scheduling, analytics, sourcing and CRM). We have several thousand customers, including notable organizations like Shopify and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, weâre growing >100% year over year, with very low churn.\n\n\nABOUT THIS ROLE:\n\nAs Head of Strategic Customer Success, you will lead our Strategic Customer Success segment and help define how Ashby serves our Enterprise customers. This role is pivotal in ensuring that, as we continue to move upmarket, our customers consistently have a remarkable experience. Youâll oversee and continue to grow a highly skilled team of tenured Strategic CSMs, guiding how they partner with some of our most sophisticated and complex organizations.\n\nYouâll work alongside our High Touch Customer Success leaders, applying programmatic frameworks where they fit, while also facilitating bespoke engagements for Enterprise customers who require a more tailored approach.\n\nSuccess in this role requires a deep product focus: weâre looking for a leader who is comfortable getting into the details of the product alongside the team, and who can partner with internal stakeholders to advocate for the product changes that matter most.\n\nUltimately, you will shape how Strategic Customer Success evolves at Ashby and ensure our largest customers achieve meaningful outcomes with our platform.\n\nRole requirements:\n\n - Proven Leadership & Coaching: You have a track record of successfully growing, leading and developing high-performing Customer Success Teams in a complex B2B SaaS environment. You know how to deliver clear, actionable feedback, and you build a culture where your team can grow and succeed.\n\n - Customer-Centricity with an Enterprise Focus: You bring proven experience working with upmarket B2B companies (1,000+ employees) and understand the unique opportunities of enterprise adoption. You ensure customers realize value across their lifecycle and achieve their objectives with Ashby, balancing hands-on support with scalable approaches.\n\n - Strategic & Operational: You proactively identify opportunities to strengthen how we serve customers â whether through process improvements, new frameworks, or fresh approaches to engagement. You balance big-picture strategy with hands-on execution, driving process improvements and frameworks that deliver measurable results.\n\n - Customer Impact & Product Mastery: You excel at quickly learning and navigating robust, complex products to design programs that improve the customer journey at scale. Your work drives measurable impact across onboarding, adoption, and retention â ensuring customers realize value quickly and sustain success over time.\n\n - Cross-functional Collaboration: You partner effectively with Sales, Product, Engineering, and Operations to align on customer needs and deliver solutions. You understand when to collaborate, when to escalate, and how to influence outcomes across teams.\n\n - Innovative & Principled Approach: You proactively address thematic customer opportunities and improve our processes accordingly; youâre comfortable leveraging fresh technologies to enhance the efficiency and efficacy of our team. You donât rely on âIâve seen this doneâ but instead think critically to problem solve.\n\n - Analytical Mindset & Continuous Improvement: You use data to guide decisions and improve performance. Youâre comfortable measuring what matters â both for your team and your customers â and iterating to drive better results.\n\nYou could be a great fit if:\n\n - đŁ You communicate with clarity. You ask precise questions and can distill complex concepts into simple themes.\n\n - đ§ You see your role as both 1) an advocate for the Customer Success team, and 2) the voice of the customer to internal stakeholders so the product roadmap continues to evolve in an optimal direction.\n\n - đ You are a strategic problem solver. You thrive at solving complex challenges with principled, scalable solutions.\n\n - âĄď¸You know process matters. Youâre eager to improve workflows and operational details that enhance efficiency and consistency.\n\n - đ Your peers know you for your follow-through, detail orientation, and pride in strong internal operations.\n\n - đ§âđŤ You love to coach. Whether through call shadowing, real-time feedback, or structured development, you see every moment as an opportunity to help your team grow.\n\n - đ You get into the weeds. Youâre energized by diving into the product alongside your team, learning deeply, and modeling the type of engagement we expect from Strategic CSMs.\n\nYou might not be a great fit if:\n\n - Youâre not eager to roll up your sleeves and get into the weeds â whether thatâs shadowing calls, digging into the product, or iterating directly with your team.\n\n - You prefer to focus solely on strategic priorities. We expect that even our most senior leaders are able to âtraverse the elevationâ and be in the particulars as necessary.\n\n - Youâre uncomfortable with a writing-heavy culture. We rely on clear, concise proposals and documentation, and written communication is core to how we operate.\n\n - Youâre most comfortable with a simpler product rather than a highly configurable, technical platform.\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n - Your upmarket experience involves working with organizations that have fewer than 1,000 employees.\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\n\n - 90 min - Interviews with VP of CS and Head of Dedicated CS - 30 min, then 60 min pending previous conversation\n\n - 60 min - Presentation & Interview with Strategic CSM(s), Head of Startup, & Head of Professional Services\n\n - 30 min - Interview with CEO\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\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.","compensation":{"compensationTierSummary":"$190K â $225K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$190K - $225K","compensationTiers":[{"id":"3b9254f4-7fe6-48a6-b3da-433036a9ac21","tierSummary":"OTE $190K â $225K ⢠Offers Equity ⢠Offers Commission","title":null,"additionalInformation":null,"components":[{"id":"aaece073-b10c-41a8-ba2c-3037506e47e1","summary":"OTE $190K â $225K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":190000,"maxValue":225000},{"id":"a254d970-78ed-4996-8653-e03bc59aa4f7","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d8c0965a-a1fa-4db5-80cb-c85b233ca088","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":190000,"maxValue":225000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]}},{"id":"f690c542-2d2e-46f1-ba8c-42ffa95e8a20","title":"Enterprise Solutions Engineer - Americas","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-07T00:32:05.906+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f690c542-2d2e-46f1-ba8c-42ffa95e8a20","applyUrl":"https://jobs.ashbyhq.com/ashby/f690c542-2d2e-46f1-ba8c-42ffa95e8a20/application","descriptionHtml":"As a Solutions Engineer at Ashby, youâll be at the forefront of our sales efforts with our customers, partnering closely with Enterprise Account Executives to secure both the technical and commercial win with companies with 1k+ employees. 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 our Enterprise 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 a Solutions Engineer, 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!
đŞ You have experience as a Sales Engineer / Solutions Consultant supporting many complex, multi-stakeholder, 6+ month, $100k ARR+ SaaS sales cycles for a complex product in a team-selling motion.
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.
âťď¸ You are a partner to the product org, translating customer feedback into requirements that have resulted in product enhancements
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¤ 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.
âď¸ Build upon our existing demo environments to craft compelling narratives to showcase product capabilities
đ¨ 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.
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 + Strategy Exercise: 60 minutes
Closing Questions: 15 mins
Sell a product that our customers are truly excited about.
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.
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.
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.
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":"As a Solutions Engineer at Ashby, youâll be at the forefront of our sales efforts with our customers, partnering closely with Enterprise Account Executives to secure both the technical and commercial win with companies with 1k+ employees. 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 our Enterprise 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 a Solutions Engineer, 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 - đŞ You have experience as a Sales Engineer / Solutions Consultant supporting many complex, multi-stakeholder, 6+ month, $100k ARR+ SaaS sales cycles for a complex product in a team-selling motion.\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 - âťď¸ You are a partner to the product org, translating customer feedback into requirements that have resulted in product enhancements\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\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 - âď¸ Build upon our existing demo environments to craft compelling narratives to showcase product capabilities\n\n - đ¨ 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 - 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 + Strategy Exercise: 60 minutes\n\n - Closing Questions: 15 mins\n\n\nBENEFITS\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\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\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 - 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\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.","compensation":{"compensationTierSummary":"$170,000 â $243,750 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$170,000 - $243,750","compensationTiers":[{"id":"006a876d-d44f-4b7d-a247-e704b2c06fc4","tierSummary":"OTE $170,000 â $243,750 ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"United States","additionalInformation":"Uncapped commission","components":[{"id":"63bf5039-ca0a-4402-9f3e-3af47c7098ab","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6a4b20e3-ac79-41a9-86ad-c523f37abf54","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"317c7eb5-c569-4587-931b-83a60cd8bfa2","summary":"OTE $170,000 â $243,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":170000,"maxValue":243750}]},{"id":"f667388c-3437-44dc-af8c-594069bbc19b","tierSummary":"OTE CA$187,000 â CA$268,125 ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"Canada","additionalInformation":"Uncapped commission","components":[{"id":"3679bc1b-b2b0-4c07-8ba0-fa3188f49107","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"82151184-fed1-459b-ae6c-e96cbc0e5554","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"2cd0b63c-da69-4576-bef7-2e318101d87f","summary":"OTE CA$187,000 â CA$268,125","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":187000,"maxValue":268125}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":170000,"maxValue":243750}]}},{"id":"f40bfe31-2f1f-4b81-9b6f-4177f6b3f411","title":"Support Workforce Management Lead - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-01-30T22:08:13.856+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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.","compensation":{"compensationTierSummary":"$90K â $115K","scrapeableCompensationSalarySummary":"$90K - $115K","compensationTiers":[{"id":"86a991a5-c245-4079-92b9-c99e880fd7ee","tierSummary":"$90K â $115K","title":null,"additionalInformation":null,"components":[{"id":"7dad934c-b7e3-41d8-a981-c80f0f66dcb5","summary":"$90K â $115K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":90000,"maxValue":115000}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":90000,"maxValue":115000}]}},{"id":"d46e79d4-43fd-477f-aa06-25b604715223","title":"Strategy & Operations, Customer Success","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-01-20T23:01:04.790+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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.","compensation":{"compensationTierSummary":"$140K â $180K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$140K - $180K","compensationTiers":[{"id":"aa64899a-c27e-49bf-95c4-a9b7cfce8315","tierSummary":"$140K â $180K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"37af775a-88e2-46af-8394-ca4dae255102","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e64446b5-5d9b-49ed-85d7-a1e0e686f650","summary":"$140K â $180K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":180000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":180000}]}},{"id":"d45fbb60-7ecb-45ba-ab01-652f8ea03fad","title":"Controller","department":"Finance & Operations","team":"Finance & Operations","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-22T15:57:13.984+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/d45fbb60-7ecb-45ba-ab01-652f8ea03fad","applyUrl":"https://jobs.ashbyhq.com/ashby/d45fbb60-7ecb-45ba-ab01-652f8ea03fad/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!).
Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 4,000 customers, very low churn, and many years of runway. In short, it's the perfect time to join! đ
Join Ashby as our first Controller to lead the full accounting lifecycle in a high-growth SaaS environment, with a focus on audit readiness, operational rigor, and building the systems, controls, and team needed to support our next phase of scale.
Hi, Iâm Shane and Iâm the VP of Finance & Operations at Ashby. Iâve been at Ashby for almost two years and am excited to hire our first Controller! Ashbyâs growth over the past several years has been rooted in the belief that strong accounting is not just a back-office function, but a core pillar of a healthy and durable business. With a solid foundation already in place today, we are entering a new phase of scale that calls for a Controller to lead the next chapter of our accounting evolution. This role will own the full accounting organization end-to-end, adding increased rigor to our close, controls, audit preparedness, and financial reporting while continuing to strengthen a durable, scalable infrastructure to support long-term growth. The Controller will partner closely with Finance and executive leadership as the company evolves in complexity, visibility, and external expectations.
Owning the end-to-end accounting function, building on an established foundation to further strengthen accuracy, speed, and scalability across the organization.
Leading the monthly, quarterly, and annual close with a focus on consistency, rigor, and continuous improvement.
Ensuring precise financial reporting in accordance with US GAAP, including oversight of complex areas such as revenue recognition, stock-based compensation, and technical accounting.
Enhancing audit readiness, serving as the primary owner of external audits and strengthening internal controls and documentation.
Partnering with cross-functional leaders to ensure the chart of accounts, reporting structure, and accounting policies continue to evolve with the business.
Overseeing and optimizing execution across cash management, accounts payable, accounts receivable, billing, taxes, statutory compliance, and eventually payroll.
Driving thoughtful improvements to accounting systems, workflows, and automation to support scale and reduce manual tasks.
Partnering with external accounting firms to oversee international subsidiary accounting, review local statutory results, and ensure accurate consolidation into the US parent.
You have taken a company public in an accounting leadership role. You have led an accounting function through stages of growth beyond where Ashby is today, understand what breaks at scale, and are motivated to build ahead of it.
You are energized by developing people. You take pride in teaching, mentoring, and leveling up the team around you, and you measure your success not just by output, but by how much stronger the organization becomes under your leadership.
You are deeply grounded in the fundamentals. You care about clean reporting, disciplined processes, and strong controls not because they are required, but because they are the foundation of everything else.
You naturally operate with a long-term mindset. Ashby is not yet a public company, but you believe in building with that level of rigor before it is required. You are motivated by creating an accounting function that will endure as the business grows in complexity and visibility.
You enjoy being close to the work. You are comfortable operating hands-on in the details today while thoughtfully designing the systems, processes, and team structure that will support tomorrow.
You prefer being âhigh level.â This role requires a leader who is comfortable being deeply hands-on while also thinking strategically about how the function scales. If you prefer to delegate everything immediately or stay purely in review mode, this will not be the right fit.
You havenât led through meaningful scale before. We are looking for someone who has already navigated the complexity of a later-stage SaaS accounting organization and knows what it takes to prepare for whatâs ahead. This is not a role for learning those lessons for the first time.
You are more comfortable inheriting a fully built machine than helping evolve one. This role is for someone who finds energy in shaping, refining, and strengthening what already exists as the business grows in complexity and expectations.
You are uncomfortable owning the hard details. From revenue recognition to close mechanics to transaction-level accuracy, this role requires a leader who still enjoys being close to the work and setting the standard through involvement, not distance.
Youâve only seen accounting from a purely advisory seat. Public accounting experience is highly valued, but this role requires someone who has lived inside a SaaS business and owned the outcomes day to day.
30 min initial interview with Recruiting
60 min Hiring Manager Interview with Shane
Project Stage
Final Round, which will include leaders across the business, Finance, Legal and our CEO
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, and a 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.
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\nOur growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 4,000 customers, very low churn, and many years of runway. In short, it's the perfect time to join! đ\n\nJoin Ashby as our first Controller to lead the full accounting lifecycle in a high-growth SaaS environment, with a focus on audit readiness, operational rigor, and building the systems, controls, and team needed to support our next phase of scale.\n\n\nABOUT THE JOB:\n\nHi, Iâm Shane and Iâm the VP of Finance & Operations at Ashby. Iâve been at Ashby for almost two years and am excited to hire our first Controller! Ashbyâs growth over the past several years has been rooted in the belief that strong accounting is not just a back-office function, but a core pillar of a healthy and durable business. With a solid foundation already in place today, we are entering a new phase of scale that calls for a Controller to lead the next chapter of our accounting evolution. This role will own the full accounting organization end-to-end, adding increased rigor to our close, controls, audit preparedness, and financial reporting while continuing to strengthen a durable, scalable infrastructure to support long-term growth. The Controller will partner closely with Finance and executive leadership as the company evolves in complexity, visibility, and external expectations.\n\n\nYOUR INITIAL RESPONSIBILITIES WILL INCLUDE:\n\n - Owning the end-to-end accounting function, building on an established foundation to further strengthen accuracy, speed, and scalability across the organization.\n\n - Leading the monthly, quarterly, and annual close with a focus on consistency, rigor, and continuous improvement.\n\n - Ensuring precise financial reporting in accordance with US GAAP, including oversight of complex areas such as revenue recognition, stock-based compensation, and technical accounting.\n\n - Enhancing audit readiness, serving as the primary owner of external audits and strengthening internal controls and documentation.\n\n - Partnering with cross-functional leaders to ensure the chart of accounts, reporting structure, and accounting policies continue to evolve with the business.\n\n - Overseeing and optimizing execution across cash management, accounts payable, accounts receivable, billing, taxes, statutory compliance, and eventually payroll.\n\n - Driving thoughtful improvements to accounting systems, workflows, and automation to support scale and reduce manual tasks.\n\n - Partnering with external accounting firms to oversee international subsidiary accounting, review local statutory results, and ensure accurate consolidation into the US parent.\n\n\nYOU SHOULD APPLY IF:\n\n - You have taken a company public in an accounting leadership role. You have led an accounting function through stages of growth beyond where Ashby is today, understand what breaks at scale, and are motivated to build ahead of it.\n\n - You are energized by developing people. You take pride in teaching, mentoring, and leveling up the team around you, and you measure your success not just by output, but by how much stronger the organization becomes under your leadership.\n\n - You are deeply grounded in the fundamentals. You care about clean reporting, disciplined processes, and strong controls not because they are required, but because they are the foundation of everything else.\n\n - You naturally operate with a long-term mindset. Ashby is not yet a public company, but you believe in building with that level of rigor before it is required. You are motivated by creating an accounting function that will endure as the business grows in complexity and visibility.\n\n - You enjoy being close to the work. You are comfortable operating hands-on in the details today while thoughtfully designing the systems, processes, and team structure that will support tomorrow.\n\n\nWHY YOU SHOULDNâT APPLY:\n\n - You prefer being âhigh level.â This role requires a leader who is comfortable being deeply hands-on while also thinking strategically about how the function scales. If you prefer to delegate everything immediately or stay purely in review mode, this will not be the right fit.\n\n - You havenât led through meaningful scale before. We are looking for someone who has already navigated the complexity of a later-stage SaaS accounting organization and knows what it takes to prepare for whatâs ahead. This is not a role for learning those lessons for the first time.\n\n - You are more comfortable inheriting a fully built machine than helping evolve one. This role is for someone who finds energy in shaping, refining, and strengthening what already exists as the business grows in complexity and expectations.\n\n - You are uncomfortable owning the hard details. From revenue recognition to close mechanics to transaction-level accuracy, this role requires a leader who still enjoys being close to the work and setting the standard through involvement, not distance.\n\n - Youâve only seen accounting from a purely advisory seat. Public accounting experience is highly valued, but this role requires someone who has lived inside a SaaS business and owned the outcomes day to day.\n\n\nINTERVIEW PLAN:\n\n - 30 min initial interview with Recruiting\n\n - 60 min Hiring Manager Interview with Shane\n\n - Project Stage\n\n - Final Round, which will include leaders across the business, Finance, Legal and our CEO\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, and a 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\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.","compensation":{"compensationTierSummary":"$220K â $270K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$220K - $270K","compensationTiers":[{"id":"85a37836-535e-45df-b0cb-fac667edfc1f","tierSummary":"$220K â $270K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"a1483f0b-2535-448c-8f98-55c0d71a9ba1","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e06bbee4-8e34-46cc-bda3-3ef16ee661b6","summary":"$220K â $270K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":270000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":270000}]}},{"id":"26e80653-f6f2-45be-859e-96e17b31f0f2","title":"Head of Security","department":"Security & IT","team":"Security & IT","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - US","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"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":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}}],"publishedAt":"2026-01-06T23:52:41.780+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/26e80653-f6f2-45be-859e-96e17b31f0f2","applyUrl":"https://jobs.ashbyhq.com/ashby/26e80653-f6f2-45be-859e-96e17b31f0f2/application","descriptionHtml":"Hi đđž, Iâm Abhik, Ashbyâs Co-Founder and VP of Engineering. Iâm seeking a knowledgeable, collaborative, and creative leader to scale our security program and build out our security team. Hopefully, you fit the bill!
As our Head of Security, you wonât have to build from scratch. Youâll inherit a good but nascent security program that I started, and then our former Head of Security & IT improved. We want you to scale this program and team through our next phase of high growth.
I think itâs important to share a bit about the broader company as context for this role. Ashby builds powerful and easy-to-use recruiting software that 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, thousands of customers (including Enterprise customers), growing >120% year over year, very low churn, and many years of runway.
As a result of our success, Ashby manages a significant amount of sensitive information and PII on behalf of candidates and customers (from candidate addresses to offer details to company calendars), and the volume and types of sensitive data are only increasing as we expand the product.
This presents fascinating security challenges that youâll lead and collaborate with other departments to solve.
Your first challenge will be building out our security team and scaling our security program. Itâs been a team of one so far, but weâve added many automations (e.g., one-click offboarding) and services (e.g., SecurityPal) to help. We also collaborate with other departments (e.g., Support triages security@) to manage a good portion of routine Security work. That being said, youâll still need to be a hands-on security generalist to start. By the end of the year, youâll have added people (1-3 individuals), processes, and automation to scale yourself out of more of the routine work.
Some other examples of challenges youâll work on:
LLMs and AI products are powerful technologies, and new startups today have an advantage in utilizing these technologies because they have higher risk tolerance. Despite our scale, we must continue to adopt new technologies at a similar pace, but with the right security and privacy controls in place to match our maturity. Youâll help us navigate that with our IT and leadership teams by building policies, processes, and systems for departments to adopt at startup speed.
This same technology also poses challenges for the recruiting industry, including mass bot applications and fraudulent candidates. Youâll lend your expertise to our Product and Engineering teams to help them build counters in our product (example here). Youâll also work with our customers and the broader industry to help them build strategies in their own processes (example here).
As we move into people workflows and capture more sensitive data, weâll need to address the additional risk that brings, but, at the same time, not hinder our ability to provide excellent support to our customers. Youâll partner with Engineering, IT, and Customer Support to develop tools, integrations, and safeguards that enable us to practice least privilege through smart automations rather than slow, manual approvals.
Most importantly, Iâm looking for someone who is collaborative and approaches security from a first-principles perspective. In past companies, weâve worked with security teams that blindly follow industry norms and standards, or view their job as reducing risk to zero, both at the expense of velocity and innovation in other departments. Instead, you view Securityâs goal as identifying, exposing, and educating on risk, then collaborating with others to determine when it makes sense to mitigate and when it makes sense to compromise. You help us make the right decisions for the business â putting objectivity and first principles above comfort or familiarity when it comes to both risks and methods.
Secondly, I am looking for someone who builds high-quality, scalable processes. You should be able to zoom out from hands-on work to realize when you need to shift to building a process or playbook. You should also be technically proficient enough to identify opportunities for automation, rather than always relying on people to solve problems, and either build these automations yourself or with our IT and Engineering teams.
Finally, Iâm looking for someone who is an excellent communicator both externally and internally. Customers need to feel confident that their data is secure with Ashby. You achieve this not just by keeping Ashby secure, but also by addressing common concerns and questions through empathetic and thorough documentation, and, for our larger customers, one-on-one meetings with their Security team. Internally, the policies, processes, and influence you have within the organization affect over 250 people today and more than 500 people by the end of the year. Your words matter, and you use them effectively to navigate opinions and situations, communicate Security priorities, and build a strong security awareness within the team.
The types of background we're looking for include candidates who have been the Head of Security at a startup, built a security program from the ground up, and overseen a security program at scale. An exceptional candidate would be someone with a background in Engineering, but itâs not required for the role.
Youâve never managed information security personnel. You will build a team of 1-3 over the next year, and unfortunately, we donât have the bandwidth to coach someone new to management.
Youâve always been a line manager or middle manager. You will set the strategy and roadmap for our Security program and posture, and we are looking for someone who has had that responsibility before.
Youâve never managed a security program near our scale of business (e.g., thousands of customers and hundreds of employees). As we add more employees, Enterprise customers, and expand into additional products, we expect you to have the expertise to navigate the security concerns and risks that come with it.
You donât enjoy interacting with other departments, customers, or the broader industry. You are the face of Ashby Security, and we need you to project your expertise and competence to everyone we engage in Security conversations with.
You donât see security as a customer-service function. As with our own product, we believe that customer service through education, challenge, and delight is essential to a Security function that is seen as an enabler, not a roadblock. We need you to embody this as the Head of Security.
Benji (CEO and Co-Founder) and I are engineers, and 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. 𼾠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!
This is a crucial role that will lead Security today and scale it into the future. The interview process reflects that both in challenge and length (~5.5h):
Introduction call with our technical recruiter, Nadia (45m, live)
Introduction call with me (30m, live)
An interview with me to explore your past experience running a security program and hiring security personnel (90m, live)
An interview with myself and our Head of IT to delve into your technical knowledge and experience. Topics include AppSec, GRC, and Data Security (1h, live)
Interview with Benji, our CEO (30m, live)
Final round where you meet leaders from Engineering, Sales, and Customer Success (90m)
Near the end of the process, weâll do reference checks and ask for a writing sample (as a global remote team, a lot of how we communicate is in writing). We treat them as an important signal in our final decision.
In each interview, youâll have 5-15m to ask questions of the interviewer.
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.
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 đđž, Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashbyâs Co-Founder and VP of Engineering. Iâm seeking a knowledgeable, collaborative, and creative leader to scale our security program and build out our security team. Hopefully, you fit the bill!\n\nAs our Head of Security, you wonât have to build from scratch. Youâll inherit a good but nascent security program that I started, and then our former Head of Security & IT https://www.ashbyhq.com/blog/culture/letter-frank-weigel-joining-ashby improved. We want you to scale this program and team through our next phase of high growth.\n\nI think itâs important to share a bit about the broader company as context for this role. Ashby builds powerful and easy-to-use recruiting software that 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, thousands of customers (including Enterprise customers), growing >120% year over year, very low churn, and many years of runway.\n\nAs a result of our success, Ashby manages a significant amount of sensitive information and PII on behalf of candidates and customers (from candidate addresses to offer details to company calendars), and the volume and types of sensitive data are only increasing as we expand the product.\n\nThis presents fascinating security challenges that youâll lead and collaborate with other departments to solve.\n\nYour first challenge will be building out our security team and scaling our security program. Itâs been a team of one so far, but weâve added many automations (e.g., one-click offboarding) and services (e.g., SecurityPal https://www.securitypalhq.com/) to help. We also collaborate with other departments (e.g., Support triages security@) to manage a good portion of routine Security work. That being said, youâll still need to be a hands-on security generalist to start. By the end of the year, youâll have added people (1-3 individuals), processes, and automation to scale yourself out of more of the routine work.\n\nSome other examples of challenges youâll work on:\n\n - LLMs and AI products are powerful technologies, and new startups today have an advantage in utilizing these technologies because they have higher risk tolerance. Despite our scale, we must continue to adopt new technologies at a similar pace, but with the right security and privacy controls in place to match our maturity. Youâll help us navigate that with our IT and leadership teams by building policies, processes, and systems for departments to adopt at startup speed.\n\n - This same technology also poses challenges for the recruiting industry, including mass bot applications and fraudulent candidates. Youâll lend your expertise to our Product and Engineering teams to help them build counters in our product (example here https://www.ashbyhq.com/product-updates/introducing-fraudulent-candidate-detection-and-management-to-help-you-focus-on-legitimate-candidates). Youâll also work with our customers and the broader industry to help them build strategies in their own processes (example here https://www.ashbyhq.com/blog/recruiting/fake-candidates).\n\n - As we move into people workflows and capture more sensitive data, weâll need to address the additional risk that brings, but, at the same time, not hinder our ability to provide excellent support to our customers. Youâll partner with Engineering, IT, and Customer Support to develop tools, integrations, and safeguards that enable us to practice least privilege through smart automations rather than slow, manual approvals.\n\n\nWHAT WEâRE LOOKING FOR\n\nMost importantly, Iâm looking for someone who is collaborative and approaches security from a first-principles perspective. In past companies, weâve worked with security teams that blindly follow industry norms and standards, or view their job as reducing risk to zero, both at the expense of velocity and innovation in other departments. Instead, you view Securityâs goal as identifying, exposing, and educating on risk, then collaborating with others to determine when it makes sense to mitigate and when it makes sense to compromise. You help us make the right decisions for the business â putting objectivity and first principles above comfort or familiarity when it comes to both risks and methods.\n\nSecondly, I am looking for someone who builds high-quality, scalable processes. You should be able to zoom out from hands-on work to realize when you need to shift to building a process or playbook. You should also be technically proficient enough to identify opportunities for automation, rather than always relying on people to solve problems, and either build these automations yourself or with our IT and Engineering teams.\n\nFinally, Iâm looking for someone who is an excellent communicator both externally and internally. Customers need to feel confident that their data is secure with Ashby. You achieve this not just by keeping Ashby secure, but also by addressing common concerns and questions through empathetic and thorough documentation https://www.ashbyhq.com/resources/security, and, for our larger customers, one-on-one meetings with their Security team. Internally, the policies, processes, and influence you have within the organization affect over 250 people today and more than 500 people by the end of the year. Your words matter, and you use them effectively to navigate opinions and situations, communicate Security priorities, and build a strong security awareness within the team.\n\nThe types of background we're looking for include candidates who have been the Head of Security at a startup, built a security program from the ground up, and overseen a security program at scale. An exceptional candidate would be someone with a background in Engineering, but itâs not required for the role.\n\n\nWHY YOU SHOULDNâT APPLY\n\n - Youâve never managed information security personnel. You will build a team of 1-3 over the next year, and unfortunately, we donât have the bandwidth to coach someone new to management.\n\n - Youâve always been a line manager or middle manager. You will set the strategy and roadmap for our Security program and posture, and we are looking for someone who has had that responsibility before.\n\n - Youâve never managed a security program near our scale of business (e.g., thousands of customers and hundreds of employees). As we add more employees, Enterprise customers, and expand into additional products, we expect you to have the expertise to navigate the security concerns and risks that come with it.\n\n - You donât enjoy interacting with other departments, customers, or the broader industry. You are the face of Ashby Security, and we need you to project your expertise and competence to everyone we engage in Security conversations with.\n\n - You donât see security as a customer-service function. As with our own product, we believe that customer service through education, challenge, and delight is essential to a Security function that is seen as an enabler, not a roadblock. We need you to embody this as the Head of Security.\n\n\nWHAT WEâRE BUILDING\n\nBenji (CEO and Co-Founder) and I are engineers, and 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. 𼾠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\nINTERVIEW PROCESS\n\nThis is a crucial role that will lead Security today and scale it into the future. The interview process reflects that both in challenge and length (~5.5h):\n\n 1. Introduction call with our technical recruiter, Nadia (45m, live)\n\n 2. Introduction call with me (30m, live)\n\n 3. An interview with me to explore your past experience running a security program and hiring security personnel (90m, live)\n\n 4. An interview with myself and our Head of IT to delve into your technical knowledge and experience. Topics include AppSec, GRC, and Data Security (1h, live)\n\n 5. Interview with Benji, our CEO (30m, live)\n\n 6. Final round where you meet leaders from Engineering, Sales, and Customer Success (90m)\n\nNear the end of the process, weâll do reference checks and ask for a writing sample (as a global remote team, a lot of how we communicate is in writing). We treat them as an important signal in our final decision.\n\nIn each interview, youâll have 5-15m to ask questions of the interviewer.\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.\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.","compensation":{"compensationTierSummary":"$250K â $375K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$250K - $375K","compensationTiers":[{"id":"1779adf4-1e35-4b2b-b34e-9199f7ad2736","tierSummary":"$250K â $350K ⢠Offers Equity","title":"Head of Security (US)","additionalInformation":null,"components":[{"id":"ceb7d7ba-eab6-4597-b8c4-4c08a456179d","summary":"$250K â $350K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":250000,"maxValue":350000},{"id":"14b70a05-f13e-4806-8911-ef73437d948d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"731a1ffe-d207-4bc1-ac2b-2bacbc3f9930","tierSummary":"$300K â $375K ⢠Offers Equity","title":"Chief Security Officer (US)","additionalInformation":null,"components":[{"id":"7984c3b2-9e10-4977-8297-ec8afd139b92","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"3c3f3985-cb80-4538-af6a-037d1a12a97f","summary":"$300K â $375K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":300000,"maxValue":375000}]},{"id":"848bdd7c-579d-484b-ada6-14232b2b4f82","tierSummary":"CA$250K â CA$350K ⢠Offers Equity","title":"Head of Security (Canada)","additionalInformation":null,"components":[{"id":"80af8a67-5926-4ed4-a744-bb44c56db5d5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"57718c4d-bfab-43d5-90e1-bf50a43ae2d0","summary":"CA$250K â CA$350K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":250000,"maxValue":350000}]},{"id":"b0cdc83d-54e7-4923-86f0-9baf5ea27fea","tierSummary":"CA$320K â CA$420K ⢠Offers Equity","title":"Chief Security Officer (Canada)","additionalInformation":null,"components":[{"id":"59612651-640e-47df-bd71-a171fd430549","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"9e9f5244-8c15-4c3b-a75b-1d4b6ca15d95","summary":"CA$320K â CA$420K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":320000,"maxValue":420000}]}],"summaryComponents":[{"minValue":250000,"maxValue":375000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"9e9ee743-b867-4fed-bd59-bbd423de7d26","title":"Head of Demand Generation","department":"Marketing","team":"Marketing","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-01-17T00:24:04.755+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/9e9ee743-b867-4fed-bd59-bbd423de7d26","applyUrl":"https://jobs.ashbyhq.com/ashby/9e9ee743-b867-4fed-bd59-bbd423de7d26/application","descriptionHtml":"Hi, Iâm Harriet. Iâm the VP of Marketing at Ashby. I joined a little over 3.5 years ago to help lead our public launch. I joined because I believed deeply in the product, the team, and the intentionality and ambition behind what Benji and Abhik are building.
Today, Ashby serves nearly 4,000 customers, ranging from some of the most exciting startups in AI to companies like Snowflake, Shopify, OpenAI, Notion, and UiPath. Our marketing team has grown to 23 people, and weâre operating in a really exciting phase of growth.
My career path hasnât been linear. I started as a yoga teacher, moved into M&A law, and since spent roughly a decade building and leading marketing teams at companies like Uber Eats, Brex, and now Ashby. That mix of disciplines â and getting to see hyperscale under some incredible marketing leaders in a B2C and B2B capacity, alongside a healthy dose of first-principles thinking, has shaped how I think about marketing: principled, customer-centric, and built to scale.
While our growth and the work weâve produced to date is something Iâm very proud of, one of the biggest highlights for me has been the marketing leadership team weâve built here: Anum, Kat, Rosalia, Darcy, and Euphonia. After almost six years of working together with Euphonia here and at Brex, she is taking a well-earned career break and pursuing her own business, so weâre opening this role to help lead Ashby through its next chapter of growth.
Ashby is at an inflection point. Weâve built strong foundations around product, brand, content, community, and trust with our existing customers which continue to be one of our most consistent channels of growth. We are now focused on scaling thoughtfully. Weâre building a generational company, not just by shipping great software, but by creating a durable moat around our customers and the way we show up in the market. This means less âquick winsâ that come with the risk of brand erosion, and more focus on community and content, with a healthy dose of fun experimentations and many projects that fail (with great learnings).
This role is for someone who wants to help shape that next phase with ambition, care, and high standards, and lead while building alongside an incredible team of Demand and Growth Marketers â Antonio, Claire, Tim, and Ben (who are awesome).
The Head of Demand Generation owns how Ashby scales demand, from first principles, with a strong bias for experimentation as we move into our next phase of growth.
Itâs a leadership role that sits at the intersection of strategy, systems, people, and execution. Youâll be accountable for building a growth engine that works across PLG and sales-led motions, across geographies, and across products, without compromising taste, trust, or long-term brand.
Youâll work closely with me, the marketing leadership team, Sales, Product, RevOps, Partnerships, and CS. Youâll be expected to think holistically, prioritize relentlessly, and stay close enough to the work to know whatâs actually happening.
While we are of course aware of the important nuances between Growth and Demand Generation, both profile backgrounds are very welcome as there is no one way to achieve this outcome â though you will need to be able to stretch in both directions.
Your scope is broad, but intentionally so. In practice, you will:
Lead and grow the demand generation function, including hiring, developing, and setting clear expectations for a high-performing team.
Own Ashbyâs growth strategy as we scale our sales-led motion and introduce a PLG motion, this will include a healthy balance of scaling already sophisticated ABM, Outbound, OOH, automation motions, while building out our AEO, Paid, and other areas required to build a holistic demand gen motion.
Build scalable programs across the US and EMEA, balancing global consistency with regional nuance.
Partner deeply with Product, PMM, and Content to reduce funnel friction end-to-end: discovery, education, conversion, onboarding, lifecycle nudges, and retention moments.
Work closely with RevOps and Partnerships on ICP definition, TAM analysis, list building, enrichment, and ecosystem-driven growth.
You have a strong understanding of how world-class SaaS businesses operate, and excellent commercial acumen to apply growth tactics to match that model.
Have owned (and enjoy) ambiguous, high-impact problems and turning them into clear strategies, systems, and shipped work. You donât wait for perfect inputs.
Like operating at multiple altitudes: setting strategy in the morning, reviewing dashboards or HubSpot workflows at noon, and rewriting an email subject line at 4pm because it matters.
Care deeply about craft and taste in messaging, design, events, swag, and experiences, and believe demand generation is built on trust, relevance, and quality, not just volume.
Get energy from building durable systems (processes, templates, dashboards, documentation) so the team can move faster and make better decisions over time.
Are excited to lead and develop people, give clear feedback, raise the bar, and help others do the best work of their careers.
Are naturally collaborative and effective as connective tissue across Product, Sales, CS, Ops, and Leadership, and default to partnership over silos.
Believe great marketing is principled, thoughtful, and customer-centric; not loud, spammy, or short-term.
Like being accountable to real outcomes: pipeline quality, conversion, retention, and long-term brand â not just activity metrics.
Want to inherit a fully built machine rather than help shape and evolve one.
Are only comfortable in either PLG or sales-led growth and struggle to balance both.
Prefer to be out of the weeds.
Dislike operational rigor, documentation, or data hygiene.
Are uncomfortable with direct feedback and healthy debate.
Donât have a strong understanding and appreciation for brand and customer empathy.
Experience scaling growth in a B2B SaaS company through a meaningful inflection point.
Experience working across both product-led and sales-led growth models.
Experience supporting multi-product businesses and helping to launch new products
A strong balance of ambition and taste.
A track record of building and developing strong teams.
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.
An introductory call with Recruiting
Hiring Manager interview with Harriet Johnston where we will deep dive on leadership approach and mutual fit with operating principles
Call with departing Director, Demand Gen, Euphonia to learn more about the role and team, and to evaluate relevant experience fit
Call with Co-founder & CEO, Benji Encz to evaluate business acumen and past experience fit
An assignment that aims to give you a real sense of the work you would be tackling in this role
Meet the team: peers Kat Ferguson and Anum Hussain Ali, member of your team, Tim McCann, and sales leaders Mike Clapson or Leigh Brown
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 Harriet https://www.linkedin.com/in/hajohnston/. Iâm the VP of Marketing at Ashby. I joined a little over 3.5 years ago to help lead our public launch. I joined because I believed deeply in the product, the team, and the intentionality https://www.ashbyhq.com/blog/culture/ashbys-operating-principles and ambition behind what Benji and Abhik are building.\n\nToday, Ashby serves nearly 4,000 customers, ranging from some of the most exciting startups in AI to companies like Snowflake, Shopify, OpenAI, Notion, and UiPath. Our marketing team has grown to 23 people, and weâre operating in a really exciting phase of growth.\n\nMy career path hasnât been linear. I started as a yoga teacher, moved into M&A law, and since spent roughly a decade building and leading marketing teams at companies like Uber Eats, Brex, and now Ashby. That mix of disciplines â and getting to see hyperscale under some incredible marketing leaders in a B2C and B2B capacity, alongside a healthy dose of first-principles thinking, has shaped how I think about marketing: principled, customer-centric, and built to scale.\n\nWhile our growth and the work weâve produced to date is something Iâm very proud of, one of the biggest highlights for me has been the marketing leadership team weâve built here: Anum https://www.linkedin.com/in/anumhussain/, Kat https://www.linkedin.com/in/katfergerson/, Rosalia https://www.linkedin.com/in/rosaliacefalu/, Darcy https://www.linkedin.com/in/darcydobis/, and Euphonia https://www.linkedin.com/in/euphoniax/. After almost six years of working together with Euphonia here and at Brex, she is taking a well-earned career break and pursuing her own business, so weâre opening this role to help lead Ashby through its next chapter of growth.\n\nAshby is at an inflection point. Weâve built strong foundations around product, brand, content, community, and trust with our existing customers which continue to be one of our most consistent channels of growth. We are now focused on scaling thoughtfully. Weâre building a generational company, not just by shipping great software, but by creating a durable moat around our customers and the way we show up in the market. This means less âquick winsâ that come with the risk of brand erosion, and more focus on community and content, with a healthy dose of fun experimentations and many projects that fail (with great learnings).\n\nThis role is for someone who wants to help shape that next phase with ambition, care, and high standards, and lead while building alongside an incredible team of Demand and Growth Marketers â Antonio https://www.linkedin.com/in/antoniovidalpardo/, Claire https://www.linkedin.com/in/clairealloway/, Tim https://www.linkedin.com/in/mccanntimothy/, and Ben https://www.linkedin.com/in/heyitsben/ (who are awesome).\n\n\nTHE ROLE, IN PLAIN TERMS\n\nThe Head of Demand Generation owns how Ashby scales demand, from first principles, with a strong bias for experimentation as we move into our next phase of growth.\n\nItâs a leadership role that sits at the intersection of strategy, systems, people, and execution. Youâll be accountable for building a growth engine that works across PLG and sales-led motions, across geographies, and across products, without compromising taste, trust, or long-term brand.\n\nYouâll work closely with me, the marketing leadership team, Sales, Product, RevOps, Partnerships, and CS. Youâll be expected to think holistically, prioritize relentlessly, and stay close enough to the work to know whatâs actually happening.\n\nWhile we are of course aware of the important nuances between Growth and Demand Generation, both profile backgrounds are very welcome as there is no one way to achieve this outcome â though you will need to be able to stretch in both directions.\n\n\nWHAT YOUâLL BE RESPONSIBLE FOR\n\nYour scope is broad, but intentionally so. In practice, you will:\n\n 1. Lead and grow the demand generation function, including hiring, developing, and setting clear expectations for a high-performing team.\n\n 2. Own Ashbyâs growth strategy as we scale our sales-led motion and introduce a PLG motion, this will include a healthy balance of scaling already sophisticated ABM, Outbound, OOH, automation motions, while building out our AEO, Paid, and other areas required to build a holistic demand gen motion.\n\n 3. Build scalable programs across the US and EMEA, balancing global consistency with regional nuance.\n\n 4. Partner deeply with Product, PMM, and Content to reduce funnel friction end-to-end: discovery, education, conversion, onboarding, lifecycle nudges, and retention moments.\n\n 5. Work closely with RevOps and Partnerships on ICP definition, TAM analysis, list building, enrichment, and ecosystem-driven growth.\n\n\nYOU WILL THRIVE IN THIS ROLE IF YOU:\n\n - You have a strong understanding of how world-class SaaS businesses operate, and excellent commercial acumen to apply growth tactics to match that model.\n\n - Have owned (and enjoy) ambiguous, high-impact problems and turning them into clear strategies, systems, and shipped work. You donât wait for perfect inputs.\n\n - Like operating at multiple altitudes: setting strategy in the morning, reviewing dashboards or HubSpot workflows at noon, and rewriting an email subject line at 4pm because it matters.\n\n - Care deeply about craft and taste in messaging, design, events, swag, and experiences, and believe demand generation is built on trust, relevance, and quality, not just volume.\n\n - Get energy from building durable systems (processes, templates, dashboards, documentation) so the team can move faster and make better decisions over time.\n\n - Are excited to lead and develop people, give clear feedback, raise the bar, and help others do the best work of their careers.\n\n - Are naturally collaborative and effective as connective tissue across Product, Sales, CS, Ops, and Leadership, and default to partnership over silos.\n\n - Believe great marketing is principled, thoughtful, and customer-centric; not loud, spammy, or short-term.\n\n - Like being accountable to real outcomes: pipeline quality, conversion, retention, and long-term brand â not just activity metrics.\n\n\nYOU WILL STRUGGLE IN THIS ROLE IF YOU:\n\n - Want to inherit a fully built machine rather than help shape and evolve one.\n\n - Are only comfortable in either PLG or sales-led growth and struggle to balance both.\n\n - Prefer to be out of the weeds.\n\n - Dislike operational rigor, documentation, or data hygiene.\n\n - Are uncomfortable with direct feedback and healthy debate.\n\n - Donât have a strong understanding and appreciation for brand and customer empathy.\n\n\nIDEAL BACKGROUND (NOT A CHECKLIST)\n\n - Experience scaling growth in a B2B SaaS company through a meaningful inflection point.\n\n - Experience working across both product-led and sales-led growth models.\n\n - Experience supporting multi-product businesses and helping to launch new products\n\n - A strong balance of ambition and taste.\n\n - A track record of building and developing strong teams.\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\n\nINTERVIEW PLAN\n\n 1. An introductory call with Recruiting\n\n 2. Hiring Manager interview with Harriet Johnston where we will deep dive on leadership approach and mutual fit with operating principles\n\n 3. Call with departing Director, Demand Gen, Euphonia to learn more about the role and team, and to evaluate relevant experience fit\n\n 4. Call with Co-founder & CEO, Benji Encz to evaluate business acumen and past experience fit\n\n 5. An assignment that aims to give you a real sense of the work you would be tackling in this role\n\n 6. Meet the team: peers Kat Ferguson and Anum Hussain Ali, member of your team, Tim McCann, and sales leaders Mike Clapson or Leigh Brown\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.","compensation":{"compensationTierSummary":"$230K â $300K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$230K - $300K","compensationTiers":[{"id":"78fc6548-fba6-4c4f-8d89-113c3476d7dd","tierSummary":"OTE $230K â $300K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"9577b092-a605-4c60-a047-df9d41617537","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1604b090-be40-4ae7-a32e-f0377803e5eb","summary":"OTE $230K â $300K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":230000,"maxValue":300000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":230000,"maxValue":300000}]}},{"id":"dc344264-ccec-47c1-b4fc-0862633b26ba","title":"Sales Manager, Mid-Market - EMEA","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"UK","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"Paris","addressCountry":"France","addressLocality":"Paris"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Dublin","addressCountry":"Ireland","addressLocality":"Dublin"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}}],"publishedAt":"2026-01-13T13:23:30.236+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/dc344264-ccec-47c1-b4fc-0862633b26ba","applyUrl":"https://jobs.ashbyhq.com/ashby/dc344264-ccec-47c1-b4fc-0862633b26ba/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. Some of our recent highlights include:
Raised series D last year & growing ARR >100% YoY, both Globally and in EMEA.
Over 2,500 amazing global customers including well known EMEA logos like Deliveroo & Travelperk as well as some of the fastest growing EMEA Mid Market logos like Synthesia (UK), Camunda (Germany) & Alan.com (FR).
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 have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue 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
We are seeking an experienced SaaS Sales Manager in EMEA 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 revenue results of the segment. Understand the primary revenue drivers for the segment, focus your team's energy on high-impact activities, and partner with Marketing on pipeline generating initiatives.
Provide consistent coaching to enable all Account Executives to achieve their full potential. Identify themes for improvement with individuals and at the team level. 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, EMEA (Jack Hanratty) 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 multi-million ARR/yr at a growth-stage SaaS company.
đĽ You have a proven track record of hiring and onboarding new Account Executives who quickly become top performers. You challenge and support them to continue to grow their careers.
đŠâđŤ 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 are 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.
âď¸ 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 processes 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 have upmarket deal strategy experience
You have sold complex platform applications to Talent and/or People leaders
You are fluent in German and/or French
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 about 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 Jack (Head of Sales, EMEA) 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.
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\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. Some of our recent highlights include:\n\n - Raised series D last year & growing ARR >100% YoY, both Globally and in EMEA.\n\n - Over 2,500 amazing global customers including well known EMEA logos like Deliveroo & Travelperk as well as some of the fastest growing EMEA Mid Market logos like Synthesia (UK), Camunda (Germany) & Alan.com http://Alan.com (FR).\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 - Known for our pace of innovation and advanced analytics\n\n - We have a clear buyer persona and large target market. Plus, we already have multiple products to sell. Revenue 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\nWe are seeking an experienced SaaS Sales Manager in EMEA 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 revenue results of the segment. Understand the primary revenue drivers for the segment, 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 Account Executives to achieve their full potential. Identify themes for improvement with individuals and at the team level. 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, EMEA (Jack Hanratty https://www.linkedin.com/in/hanrattyjack/) 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 multi-million ARR/yr at a growth-stage SaaS company.\n\n - đĽ You have a proven track record of hiring and onboarding new Account Executives who quickly become top performers. You challenge and support them to continue to grow their careers.\n\n - đŠâđŤ 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 are 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 - âď¸ 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 processes 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 have upmarket deal strategy experience\n\n - You have sold complex platform applications to Talent and/or People leaders\n\n - You are fluent in German and/or French\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 about 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 Jack (Head of Sales, EMEA) 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\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.","compensation":{"compensationTierSummary":"ÂŁ185K â ÂŁ240K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ185K - ÂŁ240K","compensationTiers":[{"id":"81b32be3-bc0a-4348-8152-f7212738cc66","tierSummary":"ÂŁ185K â ÂŁ240K ⢠Offers Equity ⢠Offers Commission","title":"UK","additionalInformation":null,"components":[{"id":"6a11d623-d876-435d-bc48-d8e0cb27e5f7","summary":"ÂŁ185K â ÂŁ240K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":185000,"maxValue":240000},{"id":"8bca07f7-81d3-45d9-a670-304a97556881","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null},{"id":"1e92b3ca-48cc-41e6-a53b-5e2df07f6379","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0af24e1f-be13-4dd8-9f22-ed1ee729149f","tierSummary":"âŹ185K â âŹ240K ⢠Offers Equity ⢠Offers Commission","title":"Europe","additionalInformation":null,"components":[{"id":"2b321fa8-d57c-4581-b012-045aeef832a5","summary":"âŹ185K â âŹ240K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":185000,"maxValue":240000},{"id":"5bf1db52-6de4-4016-9596-a35347a8207c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0c794fda-495c-4e1e-976e-5cf442c371fd","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":185000,"maxValue":240000},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"033ce772-ed08-4a59-bb52-4ff0eaac9bcd","title":"Product Support Specialist - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Singapore","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Philippines","address":{"postalAddress":{"addressRegion":"Philippines","addressCountry":"Philippines","addressLocality":"Philippines"}}}],"publishedAt":"2026-02-20T17:24:56.798+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Singapore","addressCountry":"Singapore","addressLocality":"Singapore"}},"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, specifically in Singapore, or the Philippines 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
Virtual Onsite - 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, specifically in Singapore, or the Philippines 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 - Virtual Onsite - 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.","compensation":{"compensationTierSummary":"SGD 72K â SGD 96K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"SGD 72K - SGD 96K","compensationTiers":[{"id":"5b8ce50b-fc49-42df-9639-15a9fa55a473","tierSummary":"SGD 72K â SGD 96K ⢠Offers Equity","title":"Singapore","additionalInformation":null,"components":[{"id":"a1a144a3-b6f7-4ad9-89df-3a3adea2c213","summary":"SGD 72K â SGD 96K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":72000,"maxValue":96000},{"id":"7d88836a-f592-44da-a27d-e32f275f8b2f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0a724880-d805-40cb-acd4-efd638ada97f","tierSummary":"âą1.2M â âą1.7M ⢠Offers Equity","title":"Philippines","additionalInformation":null,"components":[{"id":"dca8e938-93de-410c-ba29-e950df9698e7","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"7d3f76b5-5dab-4168-af04-d01fc8ac6866","summary":"âą1.2M â âą1.7M","compensationType":"Salary","interval":"1 YEAR","currencyCode":"PHP","minValue":1200000,"maxValue":1700000}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":72000,"maxValue":96000},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"b4ca892a-8a7d-4703-9522-9727d55c8ff5","title":"Manager, GTM Systems & Tools","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-02T17:52:21.476+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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.","compensation":{"compensationTierSummary":"$160K â $230K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$160K - $230K","compensationTiers":[{"id":"045eadbc-2424-4e92-87ad-de9d6981faee","tierSummary":"$160K â $190K ⢠Offers Equity","title":"Manager","additionalInformation":null,"components":[{"id":"92fe0f65-2899-4a0c-a262-0efa03934553","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"f0da852e-8d27-447a-811d-38af5b48b625","summary":"$160K â $190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":160000,"maxValue":190000}]},{"id":"8aeffd8d-9844-4b6d-9996-3e3ace12e567","tierSummary":"$200K â $230K ⢠Offers Equity","title":"Senior Manager","additionalInformation":null,"components":[{"id":"7535f7e1-adfc-4160-842c-e066e1443e0b","summary":"$200K â $230K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":230000},{"id":"233db40a-c1aa-4e76-8b1a-c035c5d8d206","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":160000,"maxValue":230000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"a07aeb2d-3113-4ab4-866d-60004d1d25de","title":"Startup Customer Success Manager - Americas","department":"Customer Success","team":"Start-up Customer Success","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-01-07T17:07:17.025+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 three 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 nine 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 CommandAI
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) OR have Recruiting/Recruiting Operations experience as an Ashby user.
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:
Recruiter Screen with Talent Acquisition Team - 30 minutes
Hiring Manager Interview - 60 minutes
Take Home Assessment - 1 week to complete
Panel Interview - 2 hours 15 minutes
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 three 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 nine 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 CommandAI\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) OR have Recruiting/Recruiting Operations experience as an Ashby user.\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 - Recruiter Screen with Talent Acquisition Team - 30 minutes\n\n - Hiring Manager Interview - 60 minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Panel Interview - 2 hours 15 minutes\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.","compensation":{"compensationTierSummary":"$80K â $110K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$80K - $110K","compensationTiers":[{"id":"694b7a9b-3f55-4786-b1ae-a1dd82db953e","tierSummary":"$80K â $110K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"34b27b86-0b0c-47eb-b0b7-644123a80e8b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d260b10f-3dec-4887-962b-ed3156997bf5","summary":"$80K â $110K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":80000,"maxValue":110000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":80000,"maxValue":110000}]}},{"id":"5bd4b700-1969-4c18-8020-a382de524672","title":"Manager, Product Support - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Australia","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Philippines","address":{"postalAddress":{"addressRegion":"Philippines","addressCountry":"Philippines","addressLocality":"Philippines"}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"South Korea","addressCountry":"South Korea","addressLocality":"South Korea"}}},{"location":"Singapore","address":{"postalAddress":{"addressRegion":"Singapore","addressCountry":"Singapore","addressLocality":"Singapore"}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"Japan","addressCountry":"Japan","addressLocality":"Japan"}}}],"publishedAt":"2026-01-30T14:53:41.965+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Australia","addressCountry":"Australia","addressLocality":"Australia"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/5bd4b700-1969-4c18-8020-a382de524672","applyUrl":"https://jobs.ashbyhq.com/ashby/5bd4b700-1969-4c18-8020-a382de524672/application","descriptionHtml":"Caring deeply about our customers is one of our favorite Ashby Operating Principles in Support. As we continue to grow our Product Support Team with the customer experience at the heart of everything we do, we're excited to hire our first Manager of Product Support in the APAC region. In this role, you'll lead an incredible group of Technical Support Specialists, collaborate closely with a high-performing team of Support Managers, and help shape how we scale exceptional customer support globally.
This is a unique opportunity to take ownership of a region. As our first regional manager in APAC, you wonât just be managing a team. Youâll be building and shaping how Support operates within an emerging region. This role requires someone who thrives in ambiguity, has a passion for building and can balance strategic foresight with operational execution. Youâll need to be both a strong advocate for our customers and for your team, as we continue to grow Support in line with our ambitious company goals.
You will partner with other Support leaders and Support Engineers to develop and implement effective support strategies, monitor key performance indicators, and resolve escalated customer issues. You will collaborate closely with Product, Engineering, and the broader Customer Success Teams to address customer needs, maintain support documentation, and uplevel the customer experience. You will stay current with industry trends to continuously improve support processes, foster a positive team environment, and drive professional growth and development within the support team.
When you start, youâll work closely with our Director of Support, and alongside our Head of Support and VP of Customer Success . Youâll inherit a team of ~5 Product Support Specialists and will grow this team further once youâre ramped.
Support Leadership: You have a proven track record of leading and growing high-performing and highly technical B2B SaaS Support organizations, while driving a culture of excellence and empathy.
Systematic thinking: You proactively address thematic customer issues and improve Support processes, leveraging Support technologies and innovative processes to enhance the efficiency and efficacy of the Support team.
Customer-Centric: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences.
Strong Technical Background: You have experience working with complex B2B software products and can understand, troubleshoot, and communicate technical concepts effectively. While you may not be an engineer, you are comfortable discussing APIs, integrations, and system workflows with technical teams and translating that knowledge into actionable insights for the Support team.
Timely Issue Resolution: You are invested in overseeing the resolution of complex technical issues in alignment of our SLAs.
Analytical: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience.
Technical Expertise: You are well versed in Support organizations, related KPIs, and related systems (ticketing, analytics, Help Center, etc.).
â You care deeply about both the customer and employee experience and derive satisfaction from enabling others to be successful.
đ¤ You strive to become a product and industry expert. You align with the goal of creating differentiation via the Support experience and being a go-to partner for your team members. You recognize the expertise the team possesses and are continuously striving to learn and maintain your own expertise in the product.
đ Your peers describe you as being detail-oriented. You take pride in operational efficiencies and consider processes from a holistic perspective.
đ You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
đ¤ You love to coach and enable. You see every teaching moment as an opportunity and are excited to help teams grow functionally and expand their technical knowledge.
đ You enjoy analyzing the Support journey and identifying opportunities for self-service and delivery improvements.
đŁ You thrive in representing the voice-of-the-customer as you hone internal processes, as well as advocating for manageable and efficient processes for Support Specialists.
Youâre excellent at managing existing Support policies and practices, but identifying and rolling out new processes is not an area youâre comfortable with.
You do not want to handle customer-facing tickets, whether for escalation or ongoing learning.
Managing the daily Support workload according to urgency, SLAs, and staffing is not something youâre interested in.
You need close oversight, a clearly carved out roadmap, or step-by-step guidance to succeed. This role requires comfort with ambiguity, initiative and a willingness to roll up your sleeves to build something you're passionate about.
You believe there is one right way to provide support and measure success.
Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We want to offer deep expertise whenever we interact with prospects and customers â whether it be through scaled engagements (e.g. webinars), 1:1 conversations, or through written word (e.g. documentation).
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
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 - Interview with Hiring Manager
Take-Home Assessment - one week to complete
Final Round:
30 min \"Customer Experience\" interview with two other Customer Success leaders
30 min \"Team Insights\" interview with an APAC Support Specialist, and a Support Leader
30 min \"Support Management Approach\" interview with another Support Leader
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
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":"Caring deeply about our customers is one of our favorite Ashby Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#operating-principles in Support. As we continue to grow our Product Support Team with the customer experience at the heart of everything we do, we're excited to hire our first Manager of Product Support in the APAC region. In this role, you'll lead an incredible group of Technical Support Specialists, collaborate closely with a high-performing team of Support Managers, and help shape how we scale exceptional customer support globally.\n\n\nABOUT THIS ROLE:\n\nThis is a unique opportunity to take ownership of a region. As our first regional manager in APAC, you wonât just be managing a team. Youâll be building and shaping how Support operates within an emerging region. This role requires someone who thrives in ambiguity, has a passion for building and can balance strategic foresight with operational execution. Youâll need to be both a strong advocate for our customers and for your team, as we continue to grow Support in line with our ambitious company goals.\n\nYou will partner with other Support leaders and Support Engineers to develop and implement effective support strategies, monitor key performance indicators, and resolve escalated customer issues. You will collaborate closely with Product, Engineering, and the broader Customer Success Teams to address customer needs, maintain support documentation, and uplevel the customer experience. You will stay current with industry trends to continuously improve support processes, foster a positive team environment, and drive professional growth and development within the support team.\n\nWhen you start, youâll work closely with our Director of Support, and alongside our Head of Support and VP of Customer Success . Youâll inherit a team of ~5 Product Support Specialists and will grow this team further once youâre ramped.\n\n\nROLE REQUIREMENTS:\n\n - Support Leadership: You have a proven track record of leading and growing high-performing and highly technical B2B SaaS Support organizations, while driving a culture of excellence and empathy.\n\n - Systematic thinking: You proactively address thematic customer issues and improve Support processes, leveraging Support technologies and innovative processes to enhance the efficiency and efficacy of the Support team.\n\n - Customer-Centric: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences.\n\n - Strong Technical Background: You have experience working with complex B2B software products and can understand, troubleshoot, and communicate technical concepts effectively. While you may not be an engineer, you are comfortable discussing APIs, integrations, and system workflows with technical teams and translating that knowledge into actionable insights for the Support team.\n\n - Timely Issue Resolution: You are invested in overseeing the resolution of complex technical issues in alignment of our SLAs.\n\n - Analytical: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience.\n\n - Technical Expertise: You are well versed in Support organizations, related KPIs, and related systems (ticketing, analytics, Help Center, etc.).\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - â You care deeply about both the customer and employee experience and derive satisfaction from enabling others to be successful.\n\n - đ¤ You strive to become a product and industry expert. You align with the goal of creating differentiation via the Support experience and being a go-to partner for your team members. You recognize the expertise the team possesses and are continuously striving to learn and maintain your own expertise in the product.\n\n - đ Your peers describe you as being detail-oriented. You take pride in operational efficiencies and consider processes from a holistic perspective.\n\n - đ You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - đ¤ You love to coach and enable. You see every teaching moment as an opportunity and are excited to help teams grow functionally and expand their technical knowledge.\n\n - đ You enjoy analyzing the Support journey and identifying opportunities for self-service and delivery improvements.\n\n - đŁ You thrive in representing the voice-of-the-customer as you hone internal processes, as well as advocating for manageable and efficient processes for Support Specialists.\n\n\nYOU MAY NOT WANT TO APPLY IF:\n\n - Youâre excellent at managing existing Support policies and practices, but identifying and rolling out new processes is not an area youâre comfortable with.\n\n - You do not want to handle customer-facing tickets, whether for escalation or ongoing learning.\n\n - Managing the daily Support workload according to urgency, SLAs, and staffing is not something youâre interested in.\n\n - You need close oversight, a clearly carved out roadmap, or step-by-step guidance to succeed. This role requires comfort with ambiguity, initiative and a willingness to roll up your sleeves to build something you're passionate about.\n\n - You believe there is one right way to provide support and measure success.\n\n\n\nOUR PHILOSOPHY:\n\nHere are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers â whether it be through scaled engagements (e.g. webinars), 1:1 conversations, or through written word (e.g. documentation).\n\n - We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\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 - Interview with Hiring Manager\n\n - Take-Home Assessment - one week to complete\n\n - Final Round:\n \n - 30 min \"Customer Experience\" interview with two other Customer Success leaders\n \n - 30 min \"Team Insights\" interview with an APAC Support Specialist, and a Support Leader\n \n - 30 min \"Support Management Approach\" interview with another Support Leader\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 - 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.","compensation":{"compensationTierSummary":"SGD 115K â SGD 220K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"SGD 115K - SGD 220K","compensationTiers":[{"id":"8f7c73e9-aac5-492d-aaeb-b82af9ccf2fa","tierSummary":"SGD 115K â SGD 220K ⢠Offers Equity","title":"Singapore","additionalInformation":null,"components":[{"id":"4cddb694-33f6-4fcd-88c4-f57eee8a6f40","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"75a79751-b926-4e1f-a603-f5f454527152","summary":"SGD 115K â SGD 220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":115000,"maxValue":220000}]},{"id":"a0e64074-656d-403e-ab87-81f17a535806","tierSummary":"A$135K â A$195K ⢠Offers Equity","title":"Australia","additionalInformation":null,"components":[{"id":"13ecb5ed-b481-409d-93e5-32d60f5befc9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"9564f3da-2590-4ca2-8b30-bbfd42ab8ffe","summary":"A$135K â A$195K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":135000,"maxValue":195000}]},{"id":"3ce18b35-8a34-4064-bc2c-4d4a01b82f8f","tierSummary":"âą2.2M â âą2.7M ⢠Offers Equity","title":"Philippines","additionalInformation":null,"components":[{"id":"e307d324-f2a8-4baf-9fac-17180cb3d0ff","summary":"âą2.2M â âą2.7M","compensationType":"Salary","interval":"1 YEAR","currencyCode":"PHP","minValue":2200000,"maxValue":2700000},{"id":"831e39ec-b737-41e5-8954-e5f2e5d8fd8f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"49db06a1-b3b8-4945-8c54-e6eee1991ee0","tierSummary":"ÂĽ11M â ÂĽ12M ⢠Offers Equity","title":"Japan","additionalInformation":null,"components":[{"id":"4fb3a7a8-c862-4eb2-8548-d482ab3cd7bd","summary":"ÂĽ11M â ÂĽ12M","compensationType":"Salary","interval":"1 YEAR","currencyCode":"JPY","minValue":11000000,"maxValue":12000000},{"id":"c7e14ac7-d97f-4f57-80a0-cfe1590b362d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0708c7f4-c252-43e1-b82f-77fd6fff2497","tierSummary":"âŠ120M â âŠ190M ⢠Offers Equity","title":"South Korea","additionalInformation":null,"components":[{"id":"69c35651-8e09-48f4-860f-06198fc04329","summary":"âŠ120M â âŠ190M","compensationType":"Salary","interval":"1 YEAR","currencyCode":"KRW","minValue":120000000,"maxValue":190000000},{"id":"fa40d6eb-a087-443a-b674-04a8f9f3d0c6","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":115000,"maxValue":220000}]}},{"id":"3d0ffda4-696a-4c4e-bee5-d7f4f441c3c3","title":"Strategic Implementation Specialist - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"UK","address":{"postalAddress":{"addressRegion":"London","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"Amsterdam","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Dublin","addressCountry":"Ireland","addressLocality":"Dublin"}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"Brussels","addressCountry":"Belgium","addressLocality":"Brussels"}}}],"publishedAt":"2026-02-26T17:32:09.572+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"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 Implementation Manager 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.
âĄď¸You 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§âđŤ 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 Implementation Manager 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 - âĄď¸You 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§âđŤ 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.","compensation":{"compensationTierSummary":"ÂŁ70K â ÂŁ85K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ70K - ÂŁ85K","compensationTiers":[{"id":"d1e06cec-01c2-4919-a924-bf707a8099ca","tierSummary":"UK ÂŁ70K â ÂŁ85K ⢠Offers Equity","title":"UK","additionalInformation":null,"components":[{"id":"d2701d41-da05-4883-be3e-3755e4273994","summary":"UK ÂŁ70K â ÂŁ85K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":70000,"maxValue":85000},{"id":"dbd7fa4e-4d4d-4610-b463-e1552328085b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"3eaecb3a-f364-4053-b903-378c0e2c1d4b","tierSummary":"EUR âŹ80K â âŹ100K ⢠Offers Equity","title":"EUR","additionalInformation":null,"components":[{"id":"0db37aa3-764b-42de-9c7e-6f06c234029f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"5a1ca126-aa7c-4d05-aa04-1103bf90526d","summary":"EUR âŹ80K â âŹ100K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":80000,"maxValue":100000}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":70000,"maxValue":85000},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"fe44e5a8-1b61-4330-a02d-7f7b66f5ade2","title":"Strategic Implementation Specialist - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2025-11-06T17:50:18.162+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 Implementation Manager 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.
âĄď¸You 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§âđŤ 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 Implementation Manager 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 - âĄď¸You 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§âđŤ 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.","compensation":{"compensationTierSummary":"$120K â $140K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$120K - $140K","compensationTiers":[{"id":"9d14adc1-9c03-438b-a662-770830e437d4","tierSummary":"$120K â $140K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"ae0b8161-e65c-411a-8ca3-57c211076219","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0cab607f-5c0e-481a-9d41-d8a9b57eb0ac","summary":"$120K â $140K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000}]}},{"id":"44303790-5438-4123-b617-216b4270fcd8","title":"High Touch Implementation Specialist - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2025-10-29T18:50:11.503+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 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 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.
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.
âĄď¸You 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§âđŤ 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 10-12 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 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 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\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 - âĄď¸You 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§âđŤ 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 10-12 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.","compensation":{"compensationTierSummary":"$120K â $140K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$120K - $140K","compensationTiers":[{"id":"aa258a7d-9db5-41d0-b4c1-e894f6db0146","tierSummary":"$120K â $140K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"b4aa0b94-a87d-43e2-9302-38b6077c2539","summary":"$120K â $140K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000},{"id":"a4c3070e-0a98-401d-b8ac-4021266f421b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"a854e693-7bca-4f3a-80da-147ab2f48638","title":"Mid-Market Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2025-12-09T21:40:58.568+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/a854e693-7bca-4f3a-80da-147ab2f48638","applyUrl":"https://jobs.ashbyhq.com/ashby/a854e693-7bca-4f3a-80da-147ab2f48638/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 Reddit
Built multiple products to win both land-and-expand and material new business deals
Rapidly moving up-market with no signs of slowing down
Implemented AI throughout the platform
Known for our pace of innovation and advanced analytics
You will help us win Mid-Market accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to closed-won. In this role, you'll primarily focus on new logo acquisition, while also covering a smaller number of existing business accounts for expansion and upsell. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement. Weâre a documentation first, async friendly team that values precision and autonomy. If youâre energized by seeking answers independently and collaborating through well structured resources, youâll feel right at home here.
To ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.
⢠You have 5+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities
⢠You have experience selling complex platform technologies in a sales-led GTM motion
⢠You are a new business hunter and are confident in your abilities to self-source >30% of your own pipeline
âď¸ You're adept at competitive selling in established markets and have won many rip-and-replace opportunities.
đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đď¸ You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.
đ¤ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.
âĄď¸ Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.
âąď¸ You leverage tools to maximize the impact of your prospecting and selling time. You believe in research and personalization to spark a conversation.
âď¸ You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.
đ¤ You have sold to Talent or HR personas
âď¸ Prior BDR experience
You aren't excited about a new business focused role that includes pipeline generation work
You are uncomfortable delivering your own product demos, preferring to defer to an SE
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
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 Reddit\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\nYou will help us win Mid-Market accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to closed-won. In this role, you'll primarily focus on new logo acquisition, while also covering a smaller number of existing business accounts for expansion and upsell. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement. Weâre a documentation first, async friendly team that values precision and autonomy. If youâre energized by seeking answers independently and collaborating through well structured resources, youâll feel right at home here.\n\nTo ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.\n\n\nROLE REQUIREMENTS:\n\n⢠You have 5+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities\n\n⢠You have experience selling complex platform technologies in a sales-led GTM motion\n\n⢠You are a new business hunter and are confident in your abilities to self-source >30% of your own pipeline\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - âď¸ You're adept at competitive selling in established markets and have won many rip-and-replace opportunities.\n\n - đ§ You're naturally curious about business problems and take pride in positioning specific & creative solutions that solve those problems.\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đď¸ You skillfully guide prospects through the evaluation & buying processâengaging the right stakeholders to create consensus for a strategic technology decision.\n\n - đ¤ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.\n\n - âĄď¸ Your peers describe you as action-oriented and persistent. You're always on the leaderboard for outbound effort and pipeline created.\n\n - âąď¸ 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 - âď¸ You are at home managing a pipeline of a dozen or more active opportunities concurrently. You take pride in internal operations, including real-time CRM updates.\n\n\nBONUS:\n\n - đ¤ You have sold to Talent or HR personas\n\n - âď¸ Prior BDR experience\n\n\nREASONS NOT TO APPLY:\n\n - You aren't excited about a new business focused role that includes pipeline generation work\n\n - You are uncomfortable delivering your own product demos, preferring to defer to an SE\n\n\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\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.","compensation":{"compensationTierSummary":"$180,000 â $243,750 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$180,000 - $243,750","compensationTiers":[{"id":"22f7e144-e207-47d7-8277-442a4778fb55","tierSummary":"OTE $180,000 â $243,750 ⢠Offers Equity ⢠Offers Commission","title":"USA","additionalInformation":null,"components":[{"id":"f1f2bcfb-e0b6-400a-96d9-2fd1a3f83fa6","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"c8f2c27e-bd76-4f3d-9532-634ad6cb3b84","summary":"OTE $180,000 â $243,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":243750},{"id":"904271dd-19c7-4d4c-a029-88b24fedf695","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"3a8dcb00-d7d3-48ba-879b-94be6a8d0b73","tierSummary":"OTE CA$198,000 â CA$268,125 ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"0a3e294c-9454-4393-8198-d9351f41ab67","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2ef3a6d7-8606-4168-9f5c-b46c520919c4","summary":"OTE CA$198,000 â CA$268,125","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":198000,"maxValue":268125},{"id":"05144344-4777-4a6f-afbd-dfcbf9e1c195","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":243750},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"d8f2c4ea-c6f7-4ce4-8718-25ca6e62c95c","title":"Principal, VC & Startup Ecosystem Lead","department":"Marketing","team":"Marketing","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-27T19:49:55.625+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/d8f2c4ea-c6f7-4ce4-8718-25ca6e62c95c","applyUrl":"https://jobs.ashbyhq.com/ashby/d8f2c4ea-c6f7-4ce4-8718-25ca6e62c95c/application","descriptionHtml":"đ Hi, Iâm Kat, Head of Partnerships at Ashby. I joined the team in 2024 to develop and lead our Partnership ecosystem. From the start, I was responsible for setting strategy and executing; the 0 to 1 work that a serial startup marketer like me loves. The through-line in my career is âdoing things that have never been done beforeâ, which is what drew me to Ashby. The work here looks different than at most companies. We have strong buy-in for partnerships within the organization. This has allowed me to focus on building key programs like Ashby Experts, our integration directory, community partnerships that provide air cover to our sales teams, and partner activations like the SF Giantâs game for Ashby One.
As the business scales, itâs time for me to give away my legos. One of the projects Iâve fully owned since the beginning is our VC Partnerships. The startup ecosystem is an anchor of Ashbyâs growth. Our goal is to make Ashby the default ATS for venture-backed startups by embedding deeply into the VC talent ecosystem, driving trust, preference, and repeatable startup pipeline. Itâs led me to forming deep relationships with VC Talent at firms like Andreessen Horowitz, Sequoia, Craft, and hosting our inaugural VC Talent Summit. Now itâs time to think bigger.
The Principal, VC & Startup Ecosystem Lead role is an opportunity for someone to come in and own partnerships across three key pillars: VC Talent, Startups, and Accelerators. Iâm looking for someone whoâs excited about being the face of this community and building programming that serves founders and VC Talent. Taking what Iâve started and 10xâing it to increase the impact. Youâll immediately own our startup partnerships, making sure weâre connected with the right firms, running campaigns with Demand Gen to target portfolio companies, building relationships with accelerators to develop programming for founders, and running an event strategy to co-host meetups with top VC firms.
What youâll be responsible for in this role:
Over the next 12 months, youâll be responsible for:
1. Deepening Ashbyâs VC Talent Partner community & programming. Youâll own our annual VC Talent Partner Summit, taking our format and making it even better next year. Youâll develop programming that builds trusted relationships with top Talent Partners, create content, events, and touch points that invest in Talent Partners and become a known, trusted advisor in the community.
2. Extending Ashbyâs startup ecosystem. Youâll design events that bring together founders and first recruiters, turning community moments into long-term relationships, and make Ashby the default hiring tool in a founderâs stack.
3. Building our Accelerator GTM motion. Youâll build relationships with Accelerators and design programming that increases adoption across early-stage companies. Making accelerators a clear part of Ashbyâs startup success.
You Will Probably Love This Role IfâŚ
Youâve worked closely with VC Talent Partners and understand their roles in the venture ecosystem.
You thrive off of a high-ownership, high trust environment and enjoy putting strategy together and then running at it to execute.
You love designing event programming with partners and know what a startup founder values.
You lead with curiosity and kindness, and have mastered the art of turning ânoâsâ into a positive experience for others.
Youâre an exceptional communicator and writer, with a strong executive presence.
You enjoy being a host, leading conversations and are known for building long-term relationships.
Youâre excited by the idea of building something new and meaningful for the startup community.
This Role Is Not a Fit IfâŚ
Youâre uncomfortable with autonomy or working independently. Our team culture is primarily asynchronous and high-ownership. Meaning youâre responsible for setting deadlines and moving work forward.
Youâre not used to working with urgency. We value forward momentum and high output, and believe itâs a competitive advantage to out-execute others.
You love founders, but prefer to be in the background. This role requires you to lead conversations with executive audiences and be comfortable speaking as a subject matter expert in front of big rooms.
For whatever reason, travel is hard for you. VCs are located in SF and NYC, and the events youâll be hosting will be there or at conferences. This role is best suited for someone who gets energy from being on the road.
Youâre not detail oriented. We have an incredible Event Ops team, but this role requires you to sweat the details on your programs with full ownership over them.Â
Interview Process
At Ashby, we design our interview process to help you show your best self. Hereâs what to expect:
30-minute intro call â intro call with Michelle (Recruiter) to learn more about the role and share a bit about your experience and how youâd want to approach this role.
45-minute interview with me (Kat, Hiring Manager) â Weâll dive into past projects and discuss your approach to partner enablement.
30-minute interview with Harriet, (VP, Marketing) to dig into Operating Principles and business acumen.
Assignment â Youâll complete a written take-home assignment.
Virtual Onsite (2 hours) â Youâll meet with team members across marketing, events, and leadership.
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.
Apply Now
If this sounds like a role youâd love, weâd love to hear from you! Apply through our careers page with your resume and make sure to fill out the application questions. While we appreciate your use of AI, please use your own work and examples on the questions.
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 Hi, Iâm Kat https://www.linkedin.com/in/katfergerson/, Head of Partnerships at Ashby. I joined the team in 2024 to develop and lead our Partnership ecosystem. From the start, I was responsible for setting strategy and executing; the 0 to 1 work that a serial startup marketer like me loves. The through-line in my career is âdoing things that have never been done beforeâ, which is what drew me to Ashby. The work here looks different than at most companies. We have strong buy-in for partnerships within the organization. This has allowed me to focus on building key programs like Ashby Experts, our integration directory, community partnerships that provide air cover to our sales teams, and partner activations like the SF Giantâs game for Ashby One https://www.ashbyhq.com/ashby-one/2025.\n\nAs the business scales, itâs time for me to give away my legos https://review.firstround.com/give-away-your-legos-and-other-commandments-for-scaling-startups/. One of the projects Iâve fully owned since the beginning is our VC Partnerships. The startup ecosystem is an anchor of Ashbyâs growth. Our goal is to make Ashby the default ATS for venture-backed startups by embedding deeply into the VC talent ecosystem, driving trust, preference, and repeatable startup pipeline. Itâs led me to forming deep relationships with VC Talent at firms like Andreessen Horowitz, Sequoia, Craft, and hosting our inaugural VC Talent Summit https://www.linkedin.com/feed/update/urn:li:activity:7427841332867473408. Now itâs time to think bigger.\n\nThe Principal, VC & Startup Ecosystem Lead role is an opportunity for someone to come in and own partnerships across three key pillars: VC Talent, Startups, and Accelerators. Iâm looking for someone whoâs excited about being the face of this community and building programming that serves founders and VC Talent. Taking what Iâve started and 10xâing it to increase the impact. Youâll immediately own our startup partnerships, making sure weâre connected with the right firms, running campaigns with Demand Gen to target portfolio companies, building relationships with accelerators to develop programming for founders, and running an event strategy to co-host meetups with top VC firms.\n\nWhat youâll be responsible for in this role:\n\nOver the next 12 months, youâll be responsible for:\n\n1. Deepening Ashbyâs VC Talent Partner community & programming. Youâll own our annual VC Talent Partner Summit, taking our format and making it even better next year. Youâll develop programming that builds trusted relationships with top Talent Partners, create content, events, and touch points that invest in Talent Partners and become a known, trusted advisor in the community.\n\n2. Extending Ashbyâs startup ecosystem. Youâll design events that bring together founders and first recruiters, turning community moments into long-term relationships, and make Ashby the default hiring tool in a founderâs stack.\n\n3. Building our Accelerator GTM motion. Youâll build relationships with Accelerators and design programming that increases adoption across early-stage companies. Making accelerators a clear part of Ashbyâs startup success.\n\nYou Will Probably Love This Role IfâŚ\n\n - Youâve worked closely with VC Talent Partners and understand their roles in the venture ecosystem.\n\n - You thrive off of a high-ownership, high trust environment and enjoy putting strategy together and then running at it to execute.\n\n - You love designing event programming with partners and know what a startup founder values.\n\n - You lead with curiosity and kindness, and have mastered the art of turning ânoâsâ into a positive experience for others.\n\n - Youâre an exceptional communicator and writer, with a strong executive presence.\n\n - You enjoy being a host, leading conversations and are known for building long-term relationships.\n\n - Youâre excited by the idea of building something new and meaningful for the startup community.\n\nThis Role Is Not a Fit IfâŚ\n\n - Youâre uncomfortable with autonomy or working independently. Our team culture is primarily asynchronous and high-ownership. Meaning youâre responsible for setting deadlines and moving work forward.\n\n - Youâre not used to working with urgency. We value forward momentum and high output, and believe itâs a competitive advantage to out-execute others.\n\n - You love founders, but prefer to be in the background. This role requires you to lead conversations with executive audiences and be comfortable speaking as a subject matter expert in front of big rooms.\n\n - For whatever reason, travel is hard for you. VCs are located in SF and NYC, and the events youâll be hosting will be there or at conferences. This role is best suited for someone who gets energy from being on the road.\n\n - Youâre not detail oriented. We have an incredible Event Ops team, but this role requires you to sweat the details on your programs with full ownership over them. \n\nInterview Process\n\nAt Ashby, we design our interview process to help you show your best self. Hereâs what to expect:\n\n 1. 30-minute intro call â intro call with Michelle http://www.linkedin.com/in/michellejhuang (Recruiter) to learn more about the role and share a bit about your experience and how youâd want to approach this role.\n\n 2. 45-minute interview with me (Kat https://www.linkedin.com/in/katfergerson/, Hiring Manager) â Weâll dive into past projects and discuss your approach to partner enablement.\n\n 3. 30-minute interview with Harriet https://www.linkedin.com/in/hajohnston/, (VP, Marketing) to dig into Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles and business acumen.\n\n 4. Assignment â Youâll complete a written take-home assignment.\n\n 5. Virtual Onsite (2 hours) â Youâll meet with team members across marketing, events, and leadership.\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\nApply Now\n\nIf this sounds like a role youâd love, weâd love to hear from you! Apply through our careers page with your resume and make sure to fill out the application questions. While we appreciate your use of AI, please use your own work and examples on the questions.\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.","compensation":{"compensationTierSummary":"$180K â $220K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$180K - $220K","compensationTiers":[{"id":"b5508d68-34ff-4e85-b182-f78e2be5409f","tierSummary":"$180K â $220K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"f70b3620-9b72-47cf-b9ea-1ad3815431ba","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0dceae36-3329-40a1-9ca9-764627e8d138","summary":"$180K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":220000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":220000}]}},{"id":"78cd7bc7-871a-43ff-94b9-03d3bb0b2b86","title":"Account Executive, Startups - EMEA","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - Europe","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2025-08-08T00:00:49.576+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"Berlin","addressCountry":"Germany","addressLocality":"Berlin"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/78cd7bc7-871a-43ff-94b9-03d3bb0b2b86","applyUrl":"https://jobs.ashbyhq.com/ashby/78cd7bc7-871a-43ff-94b9-03d3bb0b2b86/application","descriptionHtml":"Weâre building the next generation of enterprise software, starting with products that help talent leaders, recruiters, and managers achieve hiring excellence.
We raised our Series D in 2025 and are growing at a pace of over 100% YoY.
We have thousands of amazing customers, including cool EMEA logos like Deliveroo, and hundreds of exciting early-stage startups.
Weâve built multiple products that win both land-and-expand deals and material new business.
Weâre rapidly moving up-market and displacing incumbents, with no signs of slowing down.
Known for our pace of innovation, weâve implemented AI throughout the platform to replace highly manual, time-consuming tasks.
We're hiring an Account Executive in Europe to help us win new Startup customers of 1-100 employees. You'll manage our steady stream of inbound leads and build pipeline from outbound efforts (30% of your close won pipeline) to close a high volume of deals with startups in the region!
This role has hybrid responsibility across business development and full-cycle salesâincluding product demonstrations for startups looking to scale their business. You'll join us with some SaaS sales experience under your belt and will receive coaching and mentorship to develop into a senior sales professional.
đŁ You're adept at clear communication. You explain complex concepts in simple, understandable terms. You can write concise emails that cut through the noise.
đ§ You are an excellent listener. You consistently seek to understand, hearing the nuance and detail in what others have to say, especially during discovery.
đ Youâre highly organized and diligent. You know where to focus your efforts to maximize your personal efficiency and results. You're willing to go the extra mile.
đ Your peers describe you as detail oriented. You take pride in internal operations, like real-time CRM updates. Your customers appreciate the craftsmanship in your work.
âĄď¸ You leverage tools/technology to maximize your productivity. You're keen to learn new ways of working that are even more productive.
đ¤ You love learning, both from structured resources and also from real life experience. You have run experiments to improve how you sell.
đ¤ You have 2+ years of full-cycle software sales experience
đ˘ You have a track record of pipeline creation from outbound
đ You have consistently achieved stretch targets by being both creative and persistent
You are fluent in German, Spanish or French
You were a recruiter or in the past, or have sold to Talent Acquisition personas
Youâre expecting purely inbound pipeline
Youâre currently working deals with an ACV of $25k+ / work on smaller number of dealsÂ
Youâre unfamiliar with using best in class sales tooling i.e. you have a rolodex you rely onÂ
Youâre managing existing businessÂ
Youâre uncomfortable running your own product demos
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 invest in building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We aim to offer expertise and empathy 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.
Competitive salary and equity.
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.
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 managers achieve hiring excellence.\n\n - We raised our Series D in 2025 and are growing at a pace of over 100% YoY.\n\n - We have thousands of amazing customers, including cool EMEA logos like Deliveroo, and hundreds of exciting early-stage startups.\n\n - Weâve built multiple products that win both land-and-expand deals and material new business.\n\n - Weâre rapidly moving up-market and displacing incumbents, with no signs of slowing down.\n\n - Known for our pace of innovation, weâve implemented AI throughout the platform to replace highly manual, time-consuming tasks.\n\n\nABOUT THIS ROLE\n\nWe're hiring an Account Executive in Europe to help us win new Startup customers of 1-100 employees. You'll manage our steady stream of inbound leads and build pipeline from outbound efforts (30% of your close won pipeline) to close a high volume of deals with startups in the region!\n\n\nThis role has hybrid responsibility across business development and full-cycle salesâincluding product demonstrations for startups looking to scale their business. You'll join us with some SaaS sales experience under your belt and will receive coaching and mentorship to develop into a senior sales professional.\n\n\nYOU COULD BE A GREAT FIT IF\n\n - đŁ You're adept at clear communication. You explain complex concepts in simple, understandable terms. You can write concise emails that cut through the noise.\n\n - đ§ You are an excellent listener. You consistently seek to understand, hearing the nuance and detail in what others have to say, especially during discovery.\n\n - đ Youâre highly organized and diligent. You know where to focus your efforts to maximize your personal efficiency and results. You're willing to go the extra mile.\n\n - đ Your peers describe you as detail oriented. You take pride in internal operations, like real-time CRM updates. Your customers appreciate the craftsmanship in your work.\n\n - âĄď¸ You leverage tools/technology to maximize your productivity. You're keen to learn new ways of working that are even more productive.\n\n - đ¤ You love learning, both from structured resources and also from real life experience. You have run experiments to improve how you sell.\n\n\nREQUIREMENTS\n\n - đ¤ You have 2+ years of full-cycle software sales experience\n\n - đ˘ You have a track record of pipeline creation from outbound\n\n - đ You have consistently achieved stretch targets by being both creative and persistent\n\n\nBONUS POINTS\n\n - You are fluent in German, Spanish or French\n\n - You were a recruiter or in the past, or have sold to Talent Acquisition personas\n\n\nTHIS ROLE MIGHT NOT BE FIT:\n\n - Youâre expecting purely inbound pipeline\n\n - Youâre currently working deals with an ACV of $25k+ / work on smaller number of deals \n\n - Youâre unfamiliar with using best in class sales tooling i.e. you have a rolodex you rely on \n\n - Youâre managing existing business \n\n - Youâre uncomfortable running your own product demos\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 invest in building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We aim to offer expertise and empathy 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\nBENEFITS\n\n - Competitive salary and equity.\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\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.","compensation":{"compensationTierSummary":"âŹ78K â âŹ127.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ78K - âŹ127.5K","compensationTiers":[{"id":"2380fc69-3b2a-4d2a-8f10-6444860c79ba","tierSummary":"OTE âŹ78K â âŹ127.5K ⢠Offers Equity ⢠Offers Commission","title":"Euro","additionalInformation":null,"components":[{"id":"6a2c8e53-2e9e-4fac-be02-f623090332e3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"5bcf02ed-7a44-40a1-84d5-09311877f1a2","summary":"OTE âŹ78K â âŹ127.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":78000,"maxValue":127500},{"id":"18a12cd5-d05b-45a1-8b07-edbc3cabe0da","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null}]},{"id":"441e7708-e9c4-4754-95c9-be615915dc99","tierSummary":"OTE ÂŁ78K â ÂŁ127.5K ⢠Offers Equity ⢠Offers Commission","title":"GBP","additionalInformation":null,"components":[{"id":"aefac9be-c847-4008-95a2-41bc30749a22","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"90e0e263-67aa-4545-8ca9-4124350583b0","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null},{"id":"df84d337-07b1-4081-b699-076979848c47","summary":"OTE ÂŁ78K â ÂŁ127.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":78000,"maxValue":127500}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":78000,"maxValue":127500},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"2b401986-a491-4f9b-9c22-63079bcd64c2","title":"Customer Success Manager, Strategic - Americas (EST)","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-17T17:01:40.522+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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 in the EST time zone as we continue to grow the team.
In this role, you'll guide Ashby's biggest customers - focusing on improved product adoption and increased customer health. You will shape how we serve customers ranging from high growth organizations to public companies.
Ashby is designed to be powerful and flexible, allowing users to adjust it to their needs. This means that there is a lot to learn. You will become a product and domain expert in order to enable our customers to make the best use of Ashby to drive hiring excellence.
Role Requirements:
You have a strong track record of customer success experience in B2B SaaS (at least five years), supporting the implementation and adoption of complex technologies through the customer journey.
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.
âď¸You 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§âđŤ 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.
đĽYou 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 in the EST time zone 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 - âď¸You 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§âđŤ 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 - đĽYou 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.","compensation":{"compensationTierSummary":"$145K â $170K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$145K - $170K","compensationTiers":[{"id":"95382c10-5586-4acf-974e-8fc5f68eb3b6","tierSummary":"USD $145K â $170K ⢠Offers Equity","title":"Compensation Tier","additionalInformation":null,"components":[{"id":"5c2fbb66-195d-42b7-b847-8b1f45d90f73","summary":"USD $145K â $170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":145000,"maxValue":170000},{"id":"1a48a8bc-d849-478e-97a8-feccfe59b2f7","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":145000,"maxValue":170000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"71d9fa76-8244-4ecf-941e-da923bd93ca4","title":"Legal Counsel (Product and Privacy)","department":"Legal","team":"Legal","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-20T22:33:17.236+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/71d9fa76-8244-4ecf-941e-da923bd93ca4","applyUrl":"https://jobs.ashbyhq.com/ashby/71d9fa76-8244-4ecf-941e-da923bd93ca4/application","descriptionHtml":"About the Job:
đ Iâm Kelly, Senior Legal Counsel at Ashby. I joined Ashby recently as the first dedicated legal hire and am now building out the legal team to support our next phase of growth!
After 12 years building and scaling in-house legal teams, I was drawn to Ashby for its ambition, product vision, and the exceptional talent across the company. Working alongside smart, low-ego, high-ownership operators every day is energizing and inspires you to bring your best ideas forward. The Ashby leadership team is decisive and thoughtful, making intentional choices that balance speed, customer focus, and long-term growth.
Ashby builds AI-powered hiring software used by thousands of companies globally, and we have ambitious plans for product expansion. Weâre looking for someone experienced partnering as the key legal advisor to SaaS product teams who is experienced in privacy law and navigating changing regulations, highly pragmatic and commercial, and excited to be the go-to expert on these issues across the company.
This is a hands-on role - youâll partner deeply with Product and Engineering teams to get ahead of the product roadmap, translating complex legal and regulatory requirements into practical guidance for internal teams, customers and enable the business to move fast. Youâll need to be comfortable diving into the details of the product, understanding data flows, and identifying potential issues without slowing progress down. Your role is to solve problems collaboratively, partner on clear and pragmatic solutions, and build scalable approaches that allow Ashby to innovate with confidence.
Youâll own and refine our data subject access process and partner closely with Ashbyâs commercial counsel on privacy and product related questions from prospects and customers. Privacy, data and product counselling will be your core focus but youâll also contribute to other areas of the business, including items such as advising on global expansion, IP, security incidents, corporate governance, employment, and legal operations, and helping shape the foundations of Ashbyâs growing legal function.
You will be at the heart of product and privacy decisions, working closely with Product, Engineering, Security, and Customer Success. If you thrive in a high-growth, fast-paced environment, enjoy building strong cross-functional relationships, and are motivated by the opportunity to shape a best-in-class legal function while directly enabling responsible product innovation and business success, this role is for you.
Responsibilities
Partner with Ashbyâs Product Team and individual Product Managers to provide proactive legal advice on new products and features, particularly those involving AI and candidate data, addressing areas such as privacy, PII handling, transparency, bias mitigation, and anti-discrimination/equal opportunity.
Own privacy compliance, including global DPA playbooks, privacy policy updates, and working with our DSAR team to streamline responses to data subject requests.
Respond to customer security and compliance questionnaires, and develop scalable processes to handle volume.
Contribute to the creation of customer-facing compliance documentation, FAQs, and GTM materials in partnership with product, security and marketing.
Partner closely with the Ashby Security team to respond to any security incidents, including drafting relevant security related communications.
Provide proactive advice by staying up to date on relevant industry regulations and developments, particularly in the regulation of the use of AI in the hiring process across our key regions and privacy law developments e.g., GDPR, EU AI Act, and U.S. federal and state AI/privacy laws.
Advise on data practices, data retention, and cross-border data transfers.
Support vendor due diligence and negotiations on privacy and compliance terms.
Work on a wide range of legal matters as they arise or are proactively identified, including IP, employment, global expansion and fundraising.
Help shape the legal functionâs operations and structure as Ashby continues to grow, including identifying opportunities for innovation through technology.
Qualifications
JD from an accredited law school and active license to practice law in the US (or equivalent qualification in relevant jurisdiction)
6-8 years of legal experience with significant focus on product counselling, privacy, and data protection.
In-house experience at a fast growing technology company with demonstrated experience in closely supporting internal product teams; pure law firm backgrounds are likely not a fit for this role.
Exposure to AI, SaaS, or high-growth technology product environments, including working closely with Product, Engineering, and Security teams.
Strong technical curiosity and ability to understand product architecture and features, SaaS platforms, and data flows, enabling practical and actionable legal guidance.
Commercial mindset - you understand that legal enables product velocity, not the reverse
Excellent written and verbal communication; able to translate complex regulatory requirements into clear guidance and actionable recommendations.
Bonus:
Experience building or scaling a privacy or product legal function.
Privacy certifications such as CIPP (US, EU, or APAC), CIPM, or CIPT demonstrating expertise in privacy law or technical/privacy considerations.
Experience using legislative and regulatory tracking platforms (e.g., FiscalNote, LexisNexis State Net, Quorum, or similar) to monitor emerging legislation affecting product development and compliance.
You should apply if:
You're pragmatic, commercial and are excited to contribute to growth. You fundamentally view the role of an in-house legal team as a key contributor and cross-functional partner to fuel Ashbyâs significant growth, rather than as a gatekeeper. You give advice that enables the business to move fast while managing risk appropriately.
You see the regulatory environment as an opportunity to shape how a company builds products responsibly, not a compliance burden.
You are skilled at building cross-functional relationships. This role will require you to work with many different Ashby teams including product, engineering, security and with some of our 3,700+ customers. Establishing strong relationships, particularly with product team members is crucial to the success of this role.
You are proactive, solutions-oriented, and can ruthlessly prioritize. You provide highly commercial and clear legal advice that clearly considers relevant business context and you have strong operational follow-through.
You are detail-oriented and want to be the expert. Youâll be the go-to person on product and privacy matters at Ashby. Understanding the specifics of our products and business and applying relevant legal advice are critical in this role.
Youâre comfortable evaluating complex situations, sometimes with incomplete or imperfect information, and adapting guidance as new details emerge to recommend practical, actionable next steps aligned with product and business goals.
You want ownership. This isn't a role where you'll be handed a playbook. You'll build the compliance program, define the processes, and own the outcomes.
Why you shouldnât apply:
You prefer deep specialization in a single area (e.g., pure privacy) without broader product counseling responsibilities.
Your preference is for academic legal and advisory work. We are looking for a lawyer who is primarily focused on driving growth at Ashby, tailors advice and recommendations to our business context and is highly practical.
You're most comfortable in environments with established compliance programs and clear regulatory guidance.
You have only law firm experience. We need someone who understands the pace and trade-offs of in-house work at a scaling company.
You prefer an in-office environment. This is a remote role and is best-suited for self-starters who excel in an independent setting.
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.
You prefer a very conservative approach to every decision. This role requires balancing risk and opportunity responsibly, providing actionable, business-focused guidance.
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 Ashby's Chief of Staff, Katie - 30min
Hiring Manager Interview with Ashby's Senior Legal Counsel, Kelly - 45min
Practical Assessment
Final Round - 2 to 2.5 hours of 30 minute interviews with cross-functional partners
Benefits:
Competitive salary and equity.
10-year exercise window for stock options. You 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 Ashby recently as the first dedicated legal hire and am now building out the legal team to support our next phase of growth!\n\nAfter 12 years building and scaling in-house legal teams, I was drawn to Ashby for its ambition, product vision, and the exceptional talent across the company. Working alongside smart, low-ego, high-ownership operators every day is energizing and inspires you to bring your best ideas forward. The Ashby leadership team is decisive and thoughtful, making intentional choices that balance speed, customer focus, and long-term growth.\n\nAshby builds AI-powered hiring software used by thousands of companies globally, and we have ambitious plans for product expansion. Weâre looking for someone experienced partnering as the key legal advisor to SaaS product teams who is experienced in privacy law and navigating changing regulations, highly pragmatic and commercial, and excited to be the go-to expert on these issues across the company.\n\nThis is a hands-on role - youâll partner deeply with Product and Engineering teams to get ahead of the product roadmap, translating complex legal and regulatory requirements into practical guidance for internal teams, customers and enable the business to move fast. Youâll need to be comfortable diving into the details of the product, understanding data flows, and identifying potential issues without slowing progress down. Your role is to solve problems collaboratively, partner on clear and pragmatic solutions, and build scalable approaches that allow Ashby to innovate with confidence.\n\nYouâll own and refine our data subject access process and partner closely with Ashbyâs commercial counsel on privacy and product related questions from prospects and customers. Privacy, data and product counselling will be your core focus but youâll also contribute to other areas of the business, including items such as advising on global expansion, IP, security incidents, corporate governance, employment, and legal operations, and helping shape the foundations of Ashbyâs growing legal function.\n\nYou will be at the heart of product and privacy decisions, working closely with Product, Engineering, Security, and Customer Success. If you thrive in a high-growth, fast-paced environment, enjoy building strong cross-functional relationships, and are motivated by the opportunity to shape a best-in-class legal function while directly enabling responsible product innovation and business success, this role is for you.\n\nResponsibilities\n\n - Partner with Ashbyâs Product Team and individual Product Managers to provide proactive legal advice on new products and features, particularly those involving AI and candidate data, addressing areas such as privacy, PII handling, transparency, bias mitigation, and anti-discrimination/equal opportunity.\n\n - Own privacy compliance, including global DPA playbooks, privacy policy updates, and working with our DSAR team to streamline responses to data subject requests.\n\n - Respond to customer security and compliance questionnaires, and develop scalable processes to handle volume.\n\n - Contribute to the creation of customer-facing compliance documentation, FAQs, and GTM materials in partnership with product, security and marketing.\n\n - Partner closely with the Ashby Security team to respond to any security incidents, including drafting relevant security related communications.\n\n - Provide proactive advice by staying up to date on relevant industry regulations and developments, particularly in the regulation of the use of AI in the hiring process across our key regions and privacy law developments e.g., GDPR, EU AI Act, and U.S. federal and state AI/privacy laws.\n\n - Advise on data practices, data retention, and cross-border data transfers.\n\n - Support vendor due diligence and negotiations on privacy and compliance terms.\n\n - Work on a wide range of legal matters as they arise or are proactively identified, including IP, employment, global expansion and fundraising.\n\n - Help shape the legal functionâs operations and structure as Ashby continues to grow, including identifying opportunities for innovation through technology.\n\nQualifications\n\n - JD from an accredited law school and active license to practice law in the US (or equivalent qualification in relevant jurisdiction)\n\n - 6-8 years of legal experience with significant focus on product counselling, privacy, and data protection.\n\n - In-house experience at a fast growing technology company with demonstrated experience in closely supporting internal product teams; pure law firm backgrounds are likely not a fit for this role.\n\n - Exposure to AI, SaaS, or high-growth technology product environments, including working closely with Product, Engineering, and Security teams.\n\n - Strong technical curiosity and ability to understand product architecture and features, SaaS platforms, and data flows, enabling practical and actionable legal guidance.\n\n - Commercial mindset - you understand that legal enables product velocity, not the reverse\n\n - Excellent written and verbal communication; able to translate complex regulatory requirements into clear guidance and actionable recommendations.\n\nBonus:\n\n - Experience building or scaling a privacy or product legal function.\n\n - Privacy certifications such as CIPP (US, EU, or APAC), CIPM, or CIPT demonstrating expertise in privacy law or technical/privacy considerations.\n\n - Experience using legislative and regulatory tracking platforms (e.g., FiscalNote, LexisNexis State Net, Quorum, or similar) to monitor emerging legislation affecting product development and compliance.\n\nYou should apply if:\n\n - You're pragmatic, commercial and are excited to contribute to growth. You fundamentally view the role of an in-house legal team as a key contributor and cross-functional partner to fuel Ashbyâs significant growth, rather than as a gatekeeper. You give advice that enables the business to move fast while managing risk appropriately.\n\n - You see the regulatory environment as an opportunity to shape how a company builds products responsibly, not a compliance burden.\n\n - You are skilled at building cross-functional relationships. This role will require you to work with many different Ashby teams including product, engineering, security and with some of our 3,700+ customers. Establishing strong relationships, particularly with product team members is crucial to the success of this role.\n\n - You are proactive, solutions-oriented, and can ruthlessly prioritize. You provide highly commercial and clear legal advice that clearly considers relevant business context and you have strong operational follow-through.\n\n - You are detail-oriented and want to be the expert. Youâll be the go-to person on product and privacy matters at Ashby. Understanding the specifics of our products and business and applying relevant legal advice are critical in this role.\n\n - Youâre comfortable evaluating complex situations, sometimes with incomplete or imperfect information, and adapting guidance as new details emerge to recommend practical, actionable next steps aligned with product and business goals.\n\n - You want ownership. This isn't a role where you'll be handed a playbook. You'll build the compliance program, define the processes, and own the outcomes.\n\nWhy you shouldnât apply:\n\n - You prefer deep specialization in a single area (e.g., pure privacy) without broader product counseling responsibilities.\n\n - Your preference is for academic legal and advisory work. We are looking for a lawyer who is primarily focused on driving growth at Ashby, tailors advice and recommendations to our business context and is highly practical.\n\n - You're most comfortable in environments with established compliance programs and clear regulatory guidance.\n\n - You have only law firm experience. We need someone who understands the pace and trade-offs of in-house work at a scaling company.\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\n - You prefer a very conservative approach to every decision. This role requires balancing risk and opportunity responsibly, providing actionable, business-focused guidance.\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 Ashby's Chief of Staff, Katie - 30min\n\n - Hiring Manager Interview with Ashby's Senior Legal Counsel, Kelly - 45min\n\n - Practical Assessment\n\n - Final Round - 2 to 2.5 hours of 30 minute interviews 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.","compensation":{"compensationTierSummary":"$200K â $250K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$200K - $250K","compensationTiers":[{"id":"7eb1c8a3-1d7a-4bf7-b08e-3c7891fcc03f","tierSummary":"$200K â $250K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"388fb75c-a935-4066-a1d7-045a28aa7e68","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"f4a016ea-07bf-4c2c-97f4-bea6931570c3","summary":"$200K â $250K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":250000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":250000}]}},{"id":"2e0d2b8e-0f2a-4fb4-9156-703dcc1a7d7d","title":"Software Developer In Test","department":"Engineering","team":"QA","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-02-26T19:17:10.278+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2e0d2b8e-0f2a-4fb4-9156-703dcc1a7d7d","applyUrl":"https://jobs.ashbyhq.com/ashby/2e0d2b8e-0f2a-4fb4-9156-703dcc1a7d7d/application","descriptionHtml":"Hi! Iâm Shriya, and I lead QA at Ashby.
Weâre hiring an SDET to level up the systems behind how we test. Building a strong QA infrastructure is the fastest way to help engineers move quickly without sacrificing quality as our product becomes more powerful and the team grows.
I think of QA as something you build into the system, not layer on top for added confidence. Iâm not interested in gatekeeping quality or creating a process for its own sake. I care about building a QA infrastructure that generates fast, helpful feedback, the kind that engineers trust and want to use, and helps us catch problems users would care about most.
Thatâs what brought me to Ashby. Engineers take on a lot of ownership including ensuring quality of their work which often times means manual testing. QA at Ashby isnât about convincing people to care; itâs about making it easier to do the right thing at scale.
Sometimes, that means seeing the edge case; sometimes, that means spotting the product's blind spot before it hits production.
This is not a test executor role. This is a deeply technical, hands-on role. Being technical here means knowing how to design a system others want to use and how to debug and simplify what already exists. Youâll write and maintain end-to-end tests, contribute to our test infrastructure, and work closely with engineers on the team to build fast, confident feedback loops, especially in areas where the product is powerful and evolving quickly. Most of your work will focus on building systems, but we're a small team, so when things get busy, you might help out with manual testing too. We all roll up our sleeves when needed.
Youâll be part of our foundational group of SDETs, reporting directly to me. We donât silo quality, everyone at Ashby owns it but your job is to make it easier for the whole team to do that well. Youâll be writing code most days. That might mean building a test framework, extending a test setup to make it 10x faster, or debugging flaky tests that slow the team down. Youâll bring product intuition into how you build test systems, understanding what users rely on, where edge cases live, and how to steer engineers to the right tests, not just more of them. Youâll focus on building systems that unlock leverage and ensure we cover what matters. If the tools are fast but miss real issues, or catch every issue but slow us down, theyâre not doing their job. We donât count test cases; we count time saved, risks reduced, and overall reliability.
 Weâve written a lot about engineering and quality at Ashby, (we recommend taking a look at Ashby's Operating Principles and our Blog). Youâll help turn that vision into the tooling and workflows our team actually uses.Â
Youâve written and maintained test automation frameworks from scratch. You know what makes a test helpful, what makes it flaky, and what makes it someone elseâs problem
You think like a user. You know how to spot edge cases, understand how someone might use a feature, and turn that into meaningful test coverage.
You enjoy working on test infrastructure that supports engineers and removes friction from their workflow
You get excited about shipping less brittle tests, faster. You donât treat test automation like a checklist. You care if itâs usable
You donât need to be told what âdoneâ looks like. You can scope, build, test, and maintain your own tools and systems
You havenât written code in a while, or donât enjoy doing it daily
You think of QA as gatekeeping, not enabling
You prefer validating requirements over building and improving systems
Youâre happiest when someone hands you a test plan and a set of instructions
Youâre used to working on large QA teams with lots of ceremony and fixed roles
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. đĽľ
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!).
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate building test infrastructure and working together.
Intro Call (30 mins)
Technical Screen (Coding) (45 mins)
Technical Screen (Debugging) (45 mins)
Past Experience and Product Judgement deep dive (45 mins)
Leadership Screen + Debrief (1hr, 15 mins)
Weâll prep you for every step, and we always provide feedback if we donât move forward
Youâll ship code in your first week. Weâll pair you with someone who can help you get familiar with our product, systems, and tooling
By the end of month one, youâll have shipped something that made our test suite more reliable or faster. By the end of month two, youâll have made something that didnât exist before (a new test tool, framework, or visibility layer) and taught someone else how to use it.
Our tech stack is TypeScript (frontend & backend), React, a mix of SASS modules and Stitches, Apollo GraphQL, Node.js, Postgres, and Redis. We're looking for folks with TypeScript and Playwright experience.
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! Iâm Shriya https://www.linkedin.com/in/shriya-baddula-4b0b41386/, and I lead QA at Ashby.\n\nWeâre hiring an SDET to level up the systems behind how we test. Building a strong QA infrastructure is the fastest way to help engineers move quickly without sacrificing quality as our product becomes more powerful and the team grows.\n\nI think of QA as something you build into the system, not layer on top for added confidence. Iâm not interested in gatekeeping quality or creating a process for its own sake. I care about building a QA infrastructure that generates fast, helpful feedback, the kind that engineers trust and want to use, and helps us catch problems users would care about most.\n\nThatâs what brought me to Ashby. Engineers take on a lot of ownership including ensuring quality of their work which often times means manual testing. QA at Ashby isnât about convincing people to care; itâs about making it easier to do the right thing at scale.\n\nSometimes, that means seeing the edge case; sometimes, that means spotting the product's blind spot before it hits production.\n\nThis is not a test executor role. This is a deeply technical, hands-on role. Being technical here means knowing how to design a system others want to use and how to debug and simplify what already exists. Youâll write and maintain end-to-end tests, contribute to our test infrastructure, and work closely with engineers on the team to build fast, confident feedback loops, especially in areas where the product is powerful and evolving quickly. Most of your work will focus on building systems, but we're a small team, so when things get busy, you might help out with manual testing too. We all roll up our sleeves when needed.\n\nYouâll be part of our foundational group of SDETs, reporting directly to me. We donât silo quality, everyone at Ashby owns it but your job is to make it easier for the whole team to do that well. Youâll be writing code most days. That might mean building a test framework, extending a test setup to make it 10x faster, or debugging flaky tests that slow the team down. Youâll bring product intuition into how you build test systems, understanding what users rely on, where edge cases live, and how to steer engineers to the right tests, not just more of them. Youâll focus on building systems that unlock leverage and ensure we cover what matters. If the tools are fast but miss real issues, or catch every issue but slow us down, theyâre not doing their job. We donât count test cases; we count time saved, risks reduced, and overall reliability.\n\n Weâve written a lot about engineering and quality at Ashby, (we recommend taking a look at Ashby's Operating Principles https://click.ashbymail.com/api/beacon/click-redirect/54b15cf2-dfc1-42e9-83e5-6b58c9572235?r=aHR0cHM6Ly93d3cuYXNoYnlocS5jb20vYmxvZy9jdWx0dXJlL2FzaGJ5cy1vcGVyYXRpbmctcHJpbmNpcGxlcw and our Blog https://www.ashbyhq.com/blog/all). Youâll help turn that vision into the tooling and workflows our team actually uses. \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY \n\n - Youâve written and maintained test automation frameworks from scratch. You know what makes a test helpful, what makes it flaky, and what makes it someone elseâs problem\n\n - You think like a user. You know how to spot edge cases, understand how someone might use a feature, and turn that into meaningful test coverage.\n\n - You enjoy working on test infrastructure that supports engineers and removes friction from their workflow\n\n - You get excited about shipping less brittle tests, faster. You donât treat test automation like a checklist. You care if itâs usable\n\n - You donât need to be told what âdoneâ looks like. You can scope, build, test, and maintain your own tools and systems\n\n\nPUT ANOTHER WAY, YOU SHOULDNâT APPLY IF\n\n - You havenât written code in a while, or donât enjoy doing it daily\n\n - You think of QA as gatekeeping, not enabling\n\n - You prefer validating requirements over building and improving systems\n\n - Youâre happiest when someone hands you a test plan and a set of instructions\n\n - Youâre used to working on large QA teams with lots of ceremony and fixed roles\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. đĽľ\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\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 building test infrastructure and working together.\n\n 1. Intro Call (30 mins)\n\n 2. Technical Screen (Coding) (45 mins)\n\n 3. Technical Screen (Debugging) (45 mins)\n\n 4. Past Experience and Product Judgement deep dive (45 mins)\n\n 5. Leadership Screen + Debrief (1hr, 15 mins)\n\nWeâll prep you for every step, and we always provide feedback if we donât move forward\n\n\nYOUR FIRST TWO MONTHS AT ASHBY \n\nYouâll ship code in your first week. Weâll pair you with someone who can help you get familiar with our product, systems, and tooling\n\nBy the end of month one, youâll have shipped something that made our test suite more reliable or faster. By the end of month two, youâll have made something that didnât exist before (a new test tool, framework, or visibility layer) and taught someone else how to use it.\n\n\nTECHNOLOGY STACK \n\nOur tech stack is TypeScript (frontend & backend), React, a mix of SASS modules and Stitches, Apollo GraphQL, Node.js, Postgres, and Redis. We're looking for folks with TypeScript and Playwright experience.\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.","compensation":{"compensationTierSummary":"$110K â $140K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$110K - $140K","compensationTiers":[{"id":"49b9c826-3ae4-4071-a186-22c02c5b35ae","tierSummary":"$110K â $140K ⢠Offers Equity","title":"US","additionalInformation":null,"components":[{"id":"8ffd6ff3-b6af-4313-8240-9b1f35349022","summary":"$110K â $140K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":140000},{"id":"890f8d46-4ce8-4a67-aa6e-185f856133d3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"61482715-eaba-43e8-84da-a811d24bb340","tierSummary":"CA$112K â CA$138K ⢠Offers Equity","title":"Canada - Toronto & Vancouver","additionalInformation":null,"components":[{"id":"317b6205-76a4-4a22-a77a-89b6bb49b9c9","summary":"CA$112K â CA$138K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":112000,"maxValue":138000},{"id":"fe849209-1a1e-4d4e-9aed-3c849a8a2f5f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"d49bcf41-d7ac-4dfa-9635-959e59008b17","tierSummary":"CA$98K â CA$121K ⢠Offers Equity ⢠All other locations in Canada","title":"Canada - Tier 2","additionalInformation":"All other locations in Canada","components":[{"id":"3c2a14e2-dcf9-4d2d-89da-cfd225522587","summary":"CA$98K â CA$121K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":98000,"maxValue":121000},{"id":"cc39d908-bc20-4d40-a917-63a57fa60d47","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":140000},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"8978493f-5864-4107-8503-86988dda56c5","title":"Billing Specialist","department":"Finance & Operations","team":"Finance & Operations","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-03-02T23:41:35.307+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/8978493f-5864-4107-8503-86988dda56c5","applyUrl":"https://jobs.ashbyhq.com/ashby/8978493f-5864-4107-8503-86988dda56c5/application","descriptionHtml":"đ Iâm Megan, the Revenue Accounting Manager at Ashby. I am thrilled to be hiring our first Billing Specialist to join our team! I joined Ashby about a year and a half ago, and have really appreciated the collaborative environment and the energy that comes with being part of a fast-growing company. We are looking for a detail-oriented and motivated Billing Specialist to support the end-end billing process for a high-growth SaaS business. The ideal candidate is detail-oriented, 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 ensuring billing accuracy, process improvement, responding to customer inquiries, and partnering cross-functionally on revenue-related initiatives. Weâre seeking someone who embraces change and brings a proactive, solutions-focused mindset to evolving our billing practices.
Key Responsibilities
Review customer contracts and ensure accurate billing setup in the system
Process subscription changes, upgrades, downgrades, and renewals
Ensure billing completeness on a monthly basis
Apply customer payments
Assist with collections efforts, including monitoring aging reports and following up with customers
Respond to customer billing inquiries in a timely and professional manner
Support revenue-related reporting and analysis
Assist with audit requests and documentation
Partner cross-functionally on process improvements related to quote-to-cash
Support ad-hoc accounting and finance projects as needed
Qualifications
2+ years of billing experience (SaaS experience strongly preferred)
Experience with subscription billing models
Strong excel skills and comfort working with data
Excellent attention to detail and organizational skills
Ability to manage multiple priorities in a high-growth environment
You Should Apply If:
You are solutions oriented. You balance creative problem-solving with strong operational follow-through. You donât just identify issues, you take ownership and drive them to resolution.
You are detail oriented. Accuracy and precision are critical in this role. You take pride in clean data, well-documented processes, and getting the numbers right.
You are adaptable. You embrace continuous learning and actively apply new insights to improve your work. Youâre comfortable refining processes as the business evolves.
This Role May Not Be a Fit If:
You prefer a fully in-office environment. This is a remote role and is best suited for self-starters who thrive in an independent setting and manage their time effectively.
Youâre uncomfortable with change. We are a rapidly growing company. Processes will evolve, systems may change, and priorities may shift. Flexibility and resilience are critical to success.
Interview Plan
At Ashby, we design our interview process to help you show your best self. Hereâs what to expect:
A 30-minute intro call with Michelle (Recruiter)
A 45-minute interview with Megan (Hiring Manager)
A take-home assignment, which youâll have 30 mins to discuss with the hiring team.
A 30-minute interview with Emily (Director of Accounting)
A final round with a panel of interviewers.
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. 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":"đ Iâm Megan, the Revenue Accounting Manager at Ashby. I am thrilled to be hiring our first Billing Specialist to join our team! I joined Ashby about a year and a half ago, and have really appreciated the collaborative environment and the energy that comes with being part of a fast-growing company. We are looking for a detail-oriented and motivated Billing Specialist to support the end-end billing process for a high-growth SaaS business. The ideal candidate is detail-oriented, 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 ensuring billing accuracy, process improvement, responding to customer inquiries, and partnering cross-functionally on revenue-related initiatives. Weâre seeking someone who embraces change and brings a proactive, solutions-focused mindset to evolving our billing practices.\n\nKey Responsibilities\n\n - Review customer contracts and ensure accurate billing setup in the system\n\n - Process subscription changes, upgrades, downgrades, and renewals\n\n - Ensure billing completeness on a monthly basis\n\n - Apply customer payments\n\n - Assist with collections efforts, including monitoring aging reports and following up with customers\n\n - Respond to customer billing inquiries in a timely and professional manner\n\n - Support revenue-related reporting and analysis\n\n - Assist with audit requests and documentation\n\n - Partner cross-functionally on process improvements related to quote-to-cash\n\n - Support ad-hoc accounting and finance projects as needed\n\nQualifications\n\n - 2+ years of billing experience (SaaS experience strongly preferred)\n\n - Experience with subscription billing models\n\n - Strong excel skills and comfort working with data\n\n - Excellent attention to detail and organizational skills\n\n - Ability to manage multiple priorities in a high-growth environment\n\nYou Should Apply If:\n\n - You are solutions oriented. You balance creative problem-solving with strong operational follow-through. You donât just identify issues, you take ownership and drive them to resolution.\n\n - You are detail oriented. Accuracy and precision are critical in this role. You take pride in clean data, well-documented processes, and getting the numbers right.\n\n - You are adaptable. You embrace continuous learning and actively apply new insights to improve your work. Youâre comfortable refining processes as the business evolves.\n\nThis Role May Not Be a Fit If:\n\n - You prefer a fully in-office environment. This is a remote role and is best suited for self-starters who thrive in an independent setting and manage their time effectively.\n\n - Youâre uncomfortable with change. We are a rapidly growing company. Processes will evolve, systems may change, and priorities may shift. Flexibility and resilience are critical to success.\n\nInterview Plan\n\nAt Ashby, we design our interview process to help you show your best self. Hereâs what to expect:\n\n 1. A 30-minute intro call with Michelle https://www.linkedin.com/in/michellejhuang (Recruiter)\n\n 2. A 45-minute interview with Megan https://www.linkedin.com/in/megan-laughtland-cpa-mba-75913959/ (Hiring Manager)\n\n 3. A take-home assignment, which youâll have 30 mins to discuss with the hiring team.\n\n 4. A 30-minute interview with Emily https://www.linkedin.com/in/emilymelissastern/ (Director of Accounting)\n\n 5. A final round with a panel of interviewers.\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. 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.","compensation":{"compensationTierSummary":"$60K â $85K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$60K - $85K","compensationTiers":[{"id":"46e72798-b11e-4803-9135-9f9af3240793","tierSummary":"$60K â $85K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"630c2071-f4f1-426c-ad35-c0da7e183fda","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"8055150b-1f3b-4872-ad7f-f830defb4065","summary":"$60K â $85K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":60000,"maxValue":85000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":60000,"maxValue":85000}]}},{"id":"99eff99f-1232-4af2-b0ae-06508167ce18","title":"Global Head of Contract Management","department":"Customer Success","team":"Contract Management","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - US","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}}],"publishedAt":"2026-03-06T18:30:31.494+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/99eff99f-1232-4af2-b0ae-06508167ce18","applyUrl":"https://jobs.ashbyhq.com/ashby/99eff99f-1232-4af2-b0ae-06508167ce18/application","descriptionHtml":"One of Ashbyâs core principles is continuous improvement â exceptional customer experiences are built through principled systems, strategic vision, and disciplined execution at scale. When you combine that with our principle of caring deeply about our customers, we're continuously thinking 'what's a better way to accomplish this'.
This is one of the reasons we're thrilled to be hiring a Global Head of Contract Management to lead our post-sales renewal engine; helping us scale with discipline, operational rigor, and a consistently high bar for the customer experience.
Ashbyâs growth, retention, and customer trust are best-in-class. We serve thousands of customers, from early-stage startups to sophisticated enterprise organizations, and our Net Revenue Retention (NRR) is a critical driver of our business. As we continue to scale, Contract Management plays a pivotal role in enabling expansion while maintaining a transparent customer experience.
This role is a senior, revenue-critical leadership position responsible for building and scaling Ashbyâs global renewal function.
As the Global Head of Contract Management, you will own Ashbyâs renewal engine across all customer segments and lead a centralized, global team of Contract Managers. Your mandate is to drive NRR while maintaining strong pricing discipline, rigorous renewal forecasting, and a transparent, principled commercial experience for our customers.
You will partner closely across Customer Success, Sales, Finance, Legal, and Revenue Operations to build the systems, processes, and team required to support our increasingly sophisticated customer base.
A core element of this role is hiring and scaling the team â setting clear expectations, inspecting outcomes, coaching toward excellence, and maintaining a consistently high performance bar as we grow. This role reports directly to the VP of Customer Success and operates with significant executive visibility.
Lead and scale a centralized global Contract Management team (currently 6, will be 9 within the next quarter, growing to ~15+ within 12 months)
Hire, coach, and develop managers and individual contributors, evolving our current role definitions, performance standards, and career paths
Further refine performance metrics and accountability mechanisms tied directly to NRR, GRR, forecast accuracy, and pricing discipline
Foster a culture of ownership, accountability, and principled decision-making
Surface renewal insights that inform go-to-market strategy, pricing decisions, and customer lifecycle improvements
Own renewal outcomes across all customer segments, including retention, seat growth, and expansion at renewal, with NRR as the primary success metric
Ensure renewals are executed consistently and predictably, aligned with long-term customer and business value
Partner closely with Sales to coordinate expansion opportunities at renewal, including upgrades across pricing tiers (e.g. Plus to Enterprise)
Own the evolution of renewal tooling, workflows, and forecasting rigor, ensuring accurate renewal projections and clear visibility into NRR performance
Build scalable renewal processes cross functionally that support Ashbyâs growth while maintaining a high-quality commercial experience
Partner with Revenue Operations, Finance, Contract Strategy, and Sales to maintain our current high standards with regard to pricing guardrails, discounting frameworks, and approval workflows
Maintain consistency and rigor in commercial decisions while enabling thoughtful flexibility when warranted
Uphold Ashbyâs strong pricing discipline as we continue to scale upmarket
As needed, oversee complex renewal motions, including multi-year agreements, procurement-heavy renewals, and custom MSAs (in close partnership with Legal)
Ensure the team can confidently lead enterprise renewal negotiations, including procurement processes, non-standard terms, and executive stakeholder alignment
đ Are a post-sales revenue leader with experience owning renewals, retention, and NRR in a scaling B2B SaaS environment (ideally Series D or beyond). This could include experience leading an Account Management function, Renewals or Contract Management team.
đĽ Have deep experience hiring, coaching, and driving performance management â you are comfortable setting a high bar, giving direct feedback, and working toward excellence
đ§ Think in systems, not one-off solutions, and enjoy building scalable commercial frameworks
đ¤ Excel at cross-functional partnership, especially with Sales, Finance, Legal, and RevOps
âď¸ Balance customer empathy with business rigor, believing great commercial experiences are transparent, principled, and fair
Do not enjoy building and managing leaders and teams (hiring and performance management are key to success in role)
Prefer execution without owning strategy, systems, or outcomes
Have not led renewal or post-sales revenue motions in a B2B SaaS at scale
Are uncomfortable partnering closely with Sales while maintaining clear ownership boundaries
Ashby is building the next generation of recruiting software â starting with a powerful, all-in-one platform that helps talent leaders, recruiters, and hiring managers run efficient, data-driven hiring processes.
Weâre backed by Y Combinator, Elad Gil, and Lachy Groom, and trusted by thousands of customers including Shopify, Snowflake, Notion, and Zapier.
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 Senior Recruiter
45-60 min - Interview with Kelsey
45-60 min - Interview with Alex
60 min - Practical Exercise & Presentation
Final Round: 1.5-2 hours
30 min - Interview with Senior Leader
30 min - Interview with CEO
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":"One of Ashbyâs core principles is continuous improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement â exceptional customer experiences are built through principled systems, strategic vision, and disciplined execution at scale. When you combine that with our principle of caring deeply about our customers, we're continuously thinking 'what's a better way to accomplish this'.\n\nThis is one of the reasons we're thrilled to be hiring a Global Head of Contract Management to lead our post-sales renewal engine; helping us scale with discipline, operational rigor, and a consistently high bar for the customer experience.\n\nAshbyâs growth, retention, and customer trust are best-in-class. We serve thousands of customers, from early-stage startups to sophisticated enterprise organizations, and our Net Revenue Retention (NRR) is a critical driver of our business. As we continue to scale, Contract Management plays a pivotal role in enabling expansion while maintaining a transparent customer experience.\n\nThis role is a senior, revenue-critical leadership position responsible for building and scaling Ashbyâs global renewal function.\n\n\nABOUT THE ROLE\n\nAs the Global Head of Contract Management, you will own Ashbyâs renewal engine across all customer segments and lead a centralized, global team of Contract Managers. Your mandate is to drive NRR while maintaining strong pricing discipline, rigorous renewal forecasting, and a transparent, principled commercial experience for our customers.\n\nYou will partner closely across Customer Success, Sales, Finance, Legal, and Revenue Operations to build the systems, processes, and team required to support our increasingly sophisticated customer base.\n\nA core element of this role is hiring and scaling the team â setting clear expectations, inspecting outcomes, coaching toward excellence, and maintaining a consistently high performance bar as we grow. This role reports directly to the VP of Customer Success and operates with significant executive visibility.\n\n\nWHAT YOUâLL DO\n\n\nLEAD & SCALE A HIGH PERFORMING CONTRACT MANAGEMENT ORGANIZATION\n\n - Lead and scale a centralized global Contract Management team (currently 6, will be 9 within the next quarter, growing to ~15+ within 12 months)\n\n - Hire, coach, and develop managers and individual contributors, evolving our current role definitions, performance standards, and career paths\n\n - Further refine performance metrics and accountability mechanisms tied directly to NRR, GRR, forecast accuracy, and pricing discipline\n\n - Foster a culture of ownership, accountability, and principled decision-making\n\n - Surface renewal insights that inform go-to-market strategy, pricing decisions, and customer lifecycle improvements\n\n\nOWN GLOBAL RENEWAL OUTCOMES\n\n - Own renewal outcomes across all customer segments, including retention, seat growth, and expansion at renewal, with NRR as the primary success metric\n\n - Ensure renewals are executed consistently and predictably, aligned with long-term customer and business value\n\n - Partner closely with Sales to coordinate expansion opportunities at renewal, including upgrades across pricing tiers (e.g. Plus to Enterprise)\n\n - Own the evolution of renewal tooling, workflows, and forecasting rigor, ensuring accurate renewal projections and clear visibility into NRR performance\n\n - Build scalable renewal processes cross functionally that support Ashbyâs growth while maintaining a high-quality commercial experience\n\n\nEVOLVE COMMERCIAL POLICY & PRICING DISCIPLINE\n\n - Partner with Revenue Operations, Finance, Contract Strategy, and Sales to maintain our current high standards with regard to pricing guardrails, discounting frameworks, and approval workflows\n\n - Maintain consistency and rigor in commercial decisions while enabling thoughtful flexibility when warranted\n\n - Uphold Ashbyâs strong pricing discipline as we continue to scale upmarket\n\n\nENABLE ENTERPRISE RENEWALS\n\n - As needed, oversee complex renewal motions, including multi-year agreements, procurement-heavy renewals, and custom MSAs (in close partnership with Legal)\n\n - Ensure the team can confidently lead enterprise renewal negotiations, including procurement processes, non-standard terms, and executive stakeholder alignment\n\n\nYOU COULD BE A GREAT FIT IF YOU\n\nđ Are a post-sales revenue leader with experience owning renewals, retention, and NRR in a scaling B2B SaaS environment (ideally Series D or beyond). This could include experience leading an Account Management function, Renewals or Contract Management team.\n\nđĽ Have deep experience hiring, coaching, and driving performance management â you are comfortable setting a high bar, giving direct feedback, and working toward excellence\n\nđ§ Think in systems, not one-off solutions, and enjoy building scalable commercial frameworks\n\nđ¤ Excel at cross-functional partnership, especially with Sales, Finance, Legal, and RevOps\n\nâď¸ Balance customer empathy with business rigor, believing great commercial experiences are transparent, principled, and fair\n\n\nTHIS ROLE MAY NOT BE A FIT IF YOU\n\n - Do not enjoy building and managing leaders and teams (hiring and performance management are key to success in role)\n\n - Prefer execution without owning strategy, systems, or outcomes\n\n - Have not led renewal or post-sales revenue motions in a B2B SaaS at scale\n\n - Are uncomfortable partnering closely with Sales while maintaining clear ownership boundaries\n\n\nABOUT ASHBY\n\nAshby is building the next generation of recruiting software â starting with a powerful, all-in-one platform that helps talent leaders, recruiters, and hiring managers run efficient, data-driven hiring processes.\n\nWeâre backed by Y Combinator, Elad Gil, and Lachy Groom, and trusted by thousands of customers including Shopify, Snowflake, Notion, and Zapier.\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 Senior Recruiter\n\n - 45-60 min - Interview with Kelsey\n\n - 45-60 min - Interview with Alex\n\n - 60 min - Practical Exercise & Presentation\n\n - Final Round: 1.5-2 hours\n \n - 30 min - Interview with Senior Leader\n \n - 30 min - Interview with CEO\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.","compensation":{"compensationTierSummary":"$200K â $250K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$200K - $250K","compensationTiers":[{"id":"b7f7ccb4-5f8d-45c2-a27a-61ddfe402242","tierSummary":"$200K â $250K ⢠Offers Equity ⢠Offers Commission","title":null,"additionalInformation":null,"components":[{"id":"dbc58bc4-9464-42df-8394-dd3870f6cef5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"37e204c0-02e8-468a-91b3-724263ad9da0","summary":"$200K â $250K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":250000},{"id":"9fe73a29-5c72-4985-891f-f08a631883ca","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":250000},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]}},{"id":"36df1986-8af2-4cc4-a96a-4f307d493ac0","title":"Enterprise Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - US","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}}}],"publishedAt":"2026-03-06T19:44:07.066+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}},"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.
đď¸ 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.
âď¸ 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.
âď¸ You're willing to travel for company events, customer meet ups and on-sites.
𤍠You dislike prospecting. Enterprise reps at Ashby are responsible for sourcing half or more of their pipeline to complement our robust inbound lead flow.
đť 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.
đź You're more of a relationship builder who focuses on selling into the install base. This is primarily a new business oriented role.
đş 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 - đď¸ 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 - âď¸ 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 - âď¸ 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 - 𤍠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 - đť 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 - đź 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 - đş 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.","compensation":{"compensationTierSummary":"$270K â $315K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$270K - $315K","compensationTiers":[{"id":"c3c8c7d1-cd19-4830-8b7e-9e8b16e74997","tierSummary":"OTE $270K â $315K ⢠Offers Equity ⢠Offers Commission ⢠Offers Uncapped Commission","title":"USA","additionalInformation":"Offers Uncapped Commission","components":[{"id":"dd623a7c-08b7-4c47-aa94-4c61d6e69172","summary":"OTE $270K â $315K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":315000},{"id":"9cf0ae7d-c282-49cc-9cf4-98804fb01bde","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"18b6ed6a-a692-4a7e-9318-85d2bfa8f0af","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"d99e9946-325c-4449-a3e4-39e67a47f7bf","tierSummary":"OTE CA$197K â CA$321.5K ⢠Offers Equity ⢠Offers Commission ⢠Offers Uncapped Commission","title":"Canada","additionalInformation":"Offers Uncapped Commission","components":[{"id":"546d1667-3b1a-4dec-bd58-c53f5e15853e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"19e26bc8-3d81-4d9c-9f25-d61b50652200","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"5e7a91c2-0bea-4e8e-b48a-7c808fd20cde","summary":"OTE CA$197K â CA$321.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":197000,"maxValue":321500}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":315000},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"9fba6b38-f324-49b1-ae3d-40894ad12bb1","title":"Enterprise Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-03-06T19:44:45.557+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"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.
đď¸ 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.
âď¸ 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.
âď¸ You're willing to travel for company events, customer meet ups and on-sites.
𤍠You dislike prospecting. Enterprise reps at Ashby are responsible for sourcing half or more of their pipeline to complement our robust inbound lead flow.
đť 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.
đź You're more of a relationship builder who focuses on selling into the install base. This is primarily a new business oriented role.
đş 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 - đď¸ 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 - âď¸ 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 - âď¸ 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 - 𤍠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 - đť 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 - đź 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 - đş 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.","compensation":{"compensationTierSummary":"$270K â $315K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$270K - $315K","compensationTiers":[{"id":"827bcbb3-cd47-4f57-af1d-7ab18fd8ca51","tierSummary":"OTE $270K â $315K ⢠Offers Equity ⢠Offers Commission ⢠Offers Uncapped Commission","title":"USA","additionalInformation":"Offers Uncapped Commission","components":[{"id":"4af3c5a9-16f5-4fe3-b295-0cc58de7d95c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"fd7e4c1f-0e14-4675-b49e-722503f5bff6","summary":"OTE $270K â $315K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":315000},{"id":"59d99f07-2671-4f86-bea1-677ab8ecc43a","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]},{"id":"433f338d-3573-4fa3-8c7b-f7217d33746e","tierSummary":"OTE CA$197K â CA$321.5K ⢠Offers Equity ⢠Offers Commission ⢠Offers Uncapped Commission","title":"Canada","additionalInformation":"Offers Uncapped Commission","components":[{"id":"02f463f5-b04c-43f1-92d8-f96d02bf1d21","summary":"OTE CA$197K â CA$321.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":197000,"maxValue":321500},{"id":"8c10da8f-48bb-4a1e-98b8-7aacd338810e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"61210682-6ba8-4c4a-b65b-aaca1c73e07f","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":315000},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"00de3a3d-9914-42f8-8623-d64b912c7791","title":"Renewal Manager, Enterprise - Americas","department":"Customer Success","team":"Contract Management","employmentType":"FullTime","location":"Remote - North to South America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-03-06T19:26:29.490+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/00de3a3d-9914-42f8-8623-d64b912c7791","applyUrl":"https://jobs.ashbyhq.com/ashby/00de3a3d-9914-42f8-8623-d64b912c7791/application","descriptionHtml":"Hello! Iâm Alex, Head of Contract Management at Ashby. We are looking for a highly driven individual to guide our customers through renewal processes, taking an approach that aims to achieve success for both the customer and Ashby. We are building a team that takes pride in contract renewals work; this function serves an incredibly important role in the success of our customers and the business.
The Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship and partnership across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.
We are looking for a Strategic Contract Manager to lead renewal cycles and manage contract inquiries for Ashbyâs largest customers (typically 1,000+ employees). In this role, you will own complex negotiations, guide executives through commercial decision-making, and collaborate deeply across Sales, Customer Success, Product, Finance, and Legal to drive long-term, scalable outcomes for both Ashby and our customers.
You will manage multi-threaded enterprise renewals involving procurement, legal reviews, multiple products, and C-suite stakeholders. Success requires exceptional commercial judgment and creativity, executive presence, and the ability to simplify complexity while maintaining trust and momentum throughout the renewal process. Your work directly influences customer retention, expansion, and Ashbyâs broader revenue strategy, with Ashbyâs Operating Principles woven into our processes.
This position requires expertise in core contract management competencies:
Leading enterprise renewal cycles end-to-end, including forecasting, risk mitigation, negotiation, and stakeholder alignment.
Navigating complex pricing, contract structures, and multi-product conversations with clarity, empathy, and confidence.
Partnering cross-functionally to present aligned recommendations and resolve customer challenges.
Maintaining high accuracy in contract creation, CRM updates, and operational workflows.
Developing deep product fluency to position Ashbyâs platform with credibility and strategic insight at renewal time.
Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle
Our ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work closely in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal. These relationships you will build both internally and externally are paramount to the success of your renewals; both our customers and cross-functional colleagues place their trust in us to achieve equitable solutions in a timely manner.
Ashby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).
You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby
You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts
You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role
You are adaptable â you are able to be continuously learning and applying these learnings to your daily work
You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals
You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)
You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time
You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly
You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company
You avoid taking ownership, and prefer to hand off various tasks
Dynamic situations make you uncomfortableÂ
You find pricing conversations and negotiations demanding and taxing
You do not enjoy admin work and prefer to be in face-to-face meetings all day
You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby. Â
You prefer to work independently and not collaboratively
You prefer a rigid schedule with limited autonomy, as you find accountability challenging
You have difficulty working remotely full time
Our co-founders have written authentic pieces about Ashbyâs communication and operating principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.
Recruiter Screen with Talent Acquisition Team: 30 minutes
Hiring Manager Interview: 45 minutes
Complex Renewal Mock Call: 45 minutes
Final Panel:
Cross-Functional Interview with Sales and Customer Success: 45 minutes
Contract Management at Ashby: 45 minutes
Negotiation and Stakeholder Management: 30 minutes
Closing Questions: 15 minutes
Weâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Competitive salary and equity.
Opportunity to work with a talented and passionate team.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
","descriptionPlain":"Hello! Iâm Alex https://www.linkedin.com/in/alexandragelinas/, Head of Contract Management at Ashby. We are looking for a highly driven individual to guide our customers through renewal processes, taking an approach that aims to achieve success for both the customer and Ashby. We are building a team that takes pride in contract renewals work; this function serves an incredibly important role in the success of our customers and the business.\n\nThe Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship and partnership across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.\n\n\nABOUT THE ROLE \n\nWe are looking for a Strategic Contract Manager to lead renewal cycles and manage contract inquiries for Ashbyâs largest customers (typically 1,000+ employees). In this role, you will own complex negotiations, guide executives through commercial decision-making, and collaborate deeply across Sales, Customer Success, Product, Finance, and Legal to drive long-term, scalable outcomes for both Ashby and our customers.\n\nYou will manage multi-threaded enterprise renewals involving procurement, legal reviews, multiple products, and C-suite stakeholders. Success requires exceptional commercial judgment and creativity, executive presence, and the ability to simplify complexity while maintaining trust and momentum throughout the renewal process. Your work directly influences customer retention, expansion, and Ashbyâs broader revenue strategy, with Ashbyâs Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles woven into our processes.\n\nThis position requires expertise in core contract management competencies:\n\n - Leading enterprise renewal cycles end-to-end, including forecasting, risk mitigation, negotiation, and stakeholder alignment.\n\n - Navigating complex pricing, contract structures, and multi-product conversations with clarity, empathy, and confidence.\n\n - Partnering cross-functionally to present aligned recommendations and resolve customer challenges.\n\n - Maintaining high accuracy in contract creation, CRM updates, and operational workflows.\n\n - Developing deep product fluency to position Ashbyâs platform with credibility and strategic insight at renewal time.\n\n - Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle\n\nOur ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work closely in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal. These relationships you will build both internally and externally are paramount to the success of your renewals; both our customers and cross-functional colleagues place their trust in us to achieve equitable solutions in a timely manner.\n\nAshby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby\n\n - You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts\n\n - You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role\n\n - You are adaptable â you are able to be continuously learning and applying these learnings to your daily work\n\n - You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals\n\n - You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)\n\n - You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time\n\n - You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly\n\n - You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company\n\n\nYOU MIGHT NOT BE A GREAT FIT IF:\n\n - You avoid taking ownership, and prefer to hand off various tasks\n\n - Dynamic situations make you uncomfortable \n\n - You find pricing conversations and negotiations demanding and taxing\n\n - You do not enjoy admin work and prefer to be in face-to-face meetings all day\n\n - You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby.  \n\n - You prefer to work independently and not collaboratively\n\n - You prefer a rigid schedule with limited autonomy, as you find accountability challenging\n\n - You have difficulty working remotely full time\n\n\nOUR CULTURE\n\nOur co-founders have written authentic pieces about Ashbyâs communication https://www.ashbyhq.com/blog/culture/thoughtful-communication and operating principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.\n\n\nINTERVIEW PROCESS\n\n - Recruiter Screen with Talent Acquisition Team: 30 minutes\n\n - Hiring Manager Interview: 45 minutes\n\n - Complex Renewal Mock Call: 45 minutes\n\n - Final Panel:\n \n - Cross-Functional Interview with Sales and Customer Success: 45 minutes\n \n - Contract Management at Ashby: 45 minutes\n \n - Negotiation and Stakeholder Management: 30 minutes\n \n - Closing Questions: 15 minutes\n\n\nABOUT ASHBY\n\nWeâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.\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 - Competitive salary and equity.\n\n - Opportunity to work with a talented and passionate team.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\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.","compensation":{"compensationTierSummary":"$140K â $160K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$140K - $160K","compensationTiers":[{"id":"46f2e196-d93a-489c-a36c-4a53bb29ab2b","tierSummary":"OTE $140K â $160K ⢠Offers Equity ⢠Offers Commission","title":"Contract Manager","additionalInformation":null,"components":[{"id":"96aee5de-d58c-4912-b29b-86ae487e5386","summary":"OTE $140K â $160K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":160000},{"id":"1212c621-fce0-41c4-bb8f-538ae8d312b7","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"9cf83b33-5d44-4a41-a354-cbb6fd3d1bff","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":160000},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"f3f51d94-00bb-418f-abf2-508ed5703dd7","title":"Renewal Manager, High Touch - Americas","department":"Customer Success","team":"Contract Management","employmentType":"FullTime","location":"Remote - North America","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-03-05T20:46:27.430+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"California","addressCountry":"United States","addressLocality":"San Francisco"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f3f51d94-00bb-418f-abf2-508ed5703dd7","applyUrl":"https://jobs.ashbyhq.com/ashby/f3f51d94-00bb-418f-abf2-508ed5703dd7/application","descriptionHtml":"Hello! I am Alex, Head of Contract Management at Ashby. We are looking for a highly driven individual to guide our customers through renewal processes, taking an approach that aims to achieve success for both the customer and Ashby. We are building a team that takes pride in contract renewals work; this function serves an incredibly important role in the success of our customers and the business.
The Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship and partnership across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.Â
As an Ashby Contract Manager for High Touch accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers ranging in size from 100-1,000 (and growing) employees. You will manage customer renewals and advanced contract questions, and will collaborate closely with a number of internal teams.Â
You will work to identify the right personas and key internal stakeholders across the business, and coordinate internal collaboration across Customer Success, Sales, and Product to solve for scaling customersâ needs at time of renewal. This role requires a commitment to a deeper product knowledge to seamlessly solve for customerâs expanding needs at renewal, and the ability to negotiate complex contracts with a creative approach, rooted in product value. Â
With a focus on assisting scaling mid-market companies fully leverage Ashby, you will identify opportunities to enhance existing customersâ experiences within the product at time of renewal. Your work as a Contract Manager directly impacts our broader business goals, with Ashbyâs Operating Principles woven into our processes.
This position requires expertise in core contract management competencies:
Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render
Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customerâs needs
Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle
Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance
Understanding contract terminology and how to communicate these terms to customers
Our ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work closely in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal. These relationships you will build both internally and externally are paramount to the success of your renewals; both our customers and cross-functional colleagues place their trust in us to achieve equitable solutions in a timely manner.Â
Ashby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).
You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby
You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts
You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role
You are adaptable â you are able to be continuously learning and applying these learnings to your daily work
You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals
You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)
You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time
You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly
You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company
You avoid taking ownership, and prefer to hand off various tasks
Dynamic situations make you uncomfortableÂ
You find pricing conversations and negotiations demanding and taxing
You do not enjoy admin work and prefer to be in face-to-face meetings all day
You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby. Â
You prefer to work independently and not collaboratively
You prefer a rigid schedule with limited autonomy, as you find accountability challenging
You have difficulty working remotely full time
Our co-founders have written authentic pieces about Ashbyâs communication and operating principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.
Recruiter Screen with Talent Acquisition Team: 30 minutes
Hiring Manager Interview: 45 minutes
Take Home Assignment: 30-45 minutes
Final Panel:
Working Cross-Functionally with CS and Sales: 30-45 minutes
Contract Management at Ashby: 30-45 minutes
Negotiation and Stakeholder Management: 30 minutes
Closing Questions: 15 minutes
Weâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Competitive salary and equity.
Opportunity to work with a talented and passionate team.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
","descriptionPlain":"Hello! I am Alex https://www.linkedin.com/in/alexandragelinas/, Head of Contract Management at Ashby. We are looking for a highly driven individual to guide our customers through renewal processes, taking an approach that aims to achieve success for both the customer and Ashby. We are building a team that takes pride in contract renewals work; this function serves an incredibly important role in the success of our customers and the business.\n\nThe Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship and partnership across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby. \n\n\nABOUT THE ROLE \n\nAs an Ashby Contract Manager for High Touch accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers ranging in size from 100-1,000 (and growing) employees. You will manage customer renewals and advanced contract questions, and will collaborate closely with a number of internal teams. \n\nYou will work to identify the right personas and key internal stakeholders across the business, and coordinate internal collaboration across Customer Success, Sales, and Product to solve for scaling customersâ needs at time of renewal. This role requires a commitment to a deeper product knowledge to seamlessly solve for customerâs expanding needs at renewal, and the ability to negotiate complex contracts with a creative approach, rooted in product value.  \nWith a focus on assisting scaling mid-market companies fully leverage Ashby, you will identify opportunities to enhance existing customersâ experiences within the product at time of renewal. Your work as a Contract Manager directly impacts our broader business goals, with Ashbyâs Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles woven into our processes.\n\nThis position requires expertise in core contract management competencies:\n\n - Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render\n\n - Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customerâs needs\n\n - Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle\n\n - Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance\n\n - Understanding contract terminology and how to communicate these terms to customers\n\nOur ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work closely in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal. These relationships you will build both internally and externally are paramount to the success of your renewals; both our customers and cross-functional colleagues place their trust in us to achieve equitable solutions in a timely manner. \n\nAshby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby\n\n - You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts\n\n - You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role\n\n - You are adaptable â you are able to be continuously learning and applying these learnings to your daily work\n\n - You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals\n\n - You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)\n\n - You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time\n\n - You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly\n\n - You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company\n\n\nYOU MIGHT NOT BE A GREAT FIT IF:\n\n - You avoid taking ownership, and prefer to hand off various tasks\n\n - Dynamic situations make you uncomfortable \n\n - You find pricing conversations and negotiations demanding and taxing\n\n - You do not enjoy admin work and prefer to be in face-to-face meetings all day\n\n - You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby.  \n\n - You prefer to work independently and not collaboratively\n\n - You prefer a rigid schedule with limited autonomy, as you find accountability challenging\n\n - You have difficulty working remotely full time\n\n\nOUR CULTURE\n\nOur co-founders have written authentic pieces about Ashbyâs communication https://www.ashbyhq.com/blog/culture/thoughtful-communication and operating principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.\n\n\nINTERVIEW PROCESS\n\n - Recruiter Screen with Talent Acquisition Team: 30 minutes\n\n - Hiring Manager Interview: 45 minutes\n\n - Take Home Assignment: 30-45 minutes\n\n - Final Panel:\n \n - Working Cross-Functionally with CS and Sales: 30-45 minutes\n \n - Contract Management at Ashby: 30-45 minutes\n \n - Negotiation and Stakeholder Management: 30 minutes\n \n - Closing Questions: 15 minutes\n\n\nABOUT ASHBY\n\nWeâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - Opportunity to work with a talented and passionate team.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\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.","compensation":{"compensationTierSummary":"$120K â $140K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$120K - $140K","compensationTiers":[{"id":"b96fcb09-dc1e-44bc-91c8-fba8229d8a6b","tierSummary":"OTE $120K â $140K ⢠Offers Equity ⢠Offers Commission","title":"Contract Manager","additionalInformation":null,"components":[{"id":"5d24fca7-e16a-4e90-95f9-37085bfbbaa5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e53b33a5-1ad9-4c34-8d3b-762a145fec63","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"adde78f4-d9fa-4255-89f2-02b7412c3929","summary":"OTE $120K â $140K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000}]}}],"apiVersion":"1"}