![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png\")
Hi đ Iâm Colin, Director of Engineering, Europe. How do you feel about software engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because Iâm looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.
To start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of âthe processâ or because âmore data is needed.â Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby.
When we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. weâre building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way).
To accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. Youâll focus on building your team, their skills to thrive with the ownership theyâre given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure theyâre not on the critical path.
Weâve already gathered an experienced, talented, and collaborative team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.
In addition to working with engineers youâll also get to work on projects yourselves. Some examples of work our engineering leaders have done:
Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.
Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that theyâre driving.
Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).
Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.
I had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case.
Since then, as Iâve learned more, Iâve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on peopleâs lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybodyâs pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem.
Despite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldnât be a manager, Iâd be super happy to be an IC.
Iâm looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves.
It can be hard to find seasoned engineering leaders who havenât succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say âYah I know everyone is doing that, but we won't because...â
Engineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre looking for:
You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.
You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier
You hold your team to a high standard and donât shy away from getting into the details and giving feedback, even to the best folks on your team.
You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback.
You know what exceptional engineers look like. Youâve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced.
Youâre good at thinking about product, business, and maybe even design, but youâre not interested in calling the shots and are more interested in building a team that can make the best decisions without you.
You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops.
Put another way, you shouldnât apply if:
You donât enjoy coding or donât find time to stay up-to-date on technology.
Youâve gotten into management because it was the only growth path available
You want to make all the product decisions instead of empowering your team to make those calls.
You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done.
A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.
Youâre not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers.
Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!
Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Director of Engineering, Europe. How do you feel about software engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because Iâm looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.\n\nTo start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of âthe processâ or because âmore data is needed.â Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby.\n\nWhen we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. weâre building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way).\n\nTo accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. Youâll focus on building your team, their skills to thrive with the ownership theyâre given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure theyâre not on the critical path.\n\nWeâve already gathered an experienced, talented, and collaborative team https://www.ashbyhq.com/team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.\n\nIn addition to working with engineers youâll also get to work on projects yourselves. Some examples of work our engineering leaders have done:\n\n - Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that theyâre driving.\n\n - Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).\n\n - Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.\n \n \n\n\nWHY BE A MANAGER?\n\nI had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case.\n\nSince then, as Iâve learned more, Iâve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on peopleâs lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybodyâs pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem.\n\nDespite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldnât be a manager, Iâd be super happy to be an IC.\n\nIâm looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves.\n\nIt can be hard to find seasoned engineering leaders who havenât succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say âYah I know everyone is doing that, but we won't because...â\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nEngineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre looking for:\n\n - You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.\n\n - You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier\n\n - You hold your team to a high standard and donât shy away from getting into the details and giving feedback, even to the best folks on your team.\n\n - You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback.\n\n - You know what exceptional engineers look like. Youâve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced.\n\n - Youâre good at thinking about product, business, and maybe even design, but youâre not interested in calling the shots and are more interested in building a team that can make the best decisions without you.\n\n - You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops.\n \n \n\nPut another way, you shouldnât apply if:\n\n - You donât enjoy coding or donât find time to stay up-to-date on technology.\n\n - Youâve gotten into management because it was the only growth path available\n\n - You want to make all the product decisions instead of empowering your team to make those calls.\n\n - You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done.\n\n - A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.\n\n - Youâre not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers.\n\n\n\n\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\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\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\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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\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\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\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together. Our interview process is six interviews in the following order:\n\n 1. Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.\n\n 2. Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.\n\n 3. Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.\n\n 4. Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.\n\n 5. Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.\n\nI will be your main point of contact and prepare you for interviews. If we donât give an offer, weâll provide feedback!\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"04679796-e0e4-4d9b-a5c0-0cad3ff8ae95","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null},{"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}]}],"summaryComponents":[{"compensationType":"Bonus","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":76000,"maxValue":185000}]}},{"id":"86a60834-ba64-484d-9658-afa1bc97a957","title":"Mid Market Account Executive - EMEA (French Speaking)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"France","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}}],"publishedAt":"2026-05-21T01:03:51.345+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/86a60834-ba64-484d-9658-afa1bc97a957","applyUrl":"https://jobs.ashbyhq.com/ashby/86a60834-ba64-484d-9658-afa1bc97a957/application","descriptionHtml":"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 French-fluent Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) by managing the full sales cycle from pipeline generation through to closed-won.
In this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.
đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.
đ¤ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.
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 French
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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\n\n\nABOUT THIS ROLE\n\nWe are seeking a French-fluent Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - đ¤ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.\n\n - 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 French\n\n\nBONUS POINTS:\n\n - đ¤ You have sold to Talent or HR personas\n\n - âď¸ Prior B/SDR experience\n\n\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\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\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\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 \n \n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ110.5K â âŹ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ110.5K - âŹ195.5K","compensationTiers":[{"id":"68d2ecf6-0495-4463-bea4-45d213e69223","tierSummary":"OTE âŹ110.5K â âŹ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"Euro","additionalInformation":"Uncapped commission","components":[{"id":"9de99b13-513a-4731-ba2b-1860ce98a3fe","summary":"OTE âŹ110.5K â âŹ195.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":110500,"maxValue":195500},{"id":"819536f2-e7d4-451d-9390-bb708bdafaee","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null},{"id":"a474a5ef-72a3-4bd8-97f1-bba3699732da","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"786ccb64-3665-4600-9420-d7e17fa981a6","tierSummary":"OTE ÂŁ110.5K â ÂŁ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"GBP","additionalInformation":"Uncapped commission","components":[{"id":"f25cc280-8527-43c7-bee9-5fadbf0839a5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b4342c89-dc64-4139-9775-a2111d4c1071","summary":"OTE ÂŁ110.5K â ÂŁ195.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":110500,"maxValue":195500},{"id":"ac89e445-51ff-4266-9a87-77797597cf6e","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":110500,"maxValue":195500},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"f40ef345-82a8-4956-9150-193b4fdf8183","title":"Senior Product Designer","department":"Design","team":"Design","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2025-12-05T22:43:22.147+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f40ef345-82a8-4956-9150-193b4fdf8183","applyUrl":"https://jobs.ashbyhq.com/ashby/f40ef345-82a8-4956-9150-193b4fdf8183/application","descriptionHtml":"Hi! đ I'm Chris, head of Product Design at Ashby.
We're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.
Our unique approach is working - we're growing >100% year-over-year and have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.
In my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.
We take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.
This principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.
Currently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.
The design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves.
Separate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.
Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!
Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others.
Ashby provides talent teams with intelligent and powerful software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here (and are what we often replace!).
4+ years of product design experience in desktop SaaS.
Able to think from first principles instead of simply applying the âstandardâ UX processes.
Can break down complex user problems by asking questions that narrow down the solution space.
Enough experience that your intuition can solve many usability problems without having to rely solely on data & metrics or conducting user research.
Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.
Strong skills in layout, navigation, IA, UI, and interaction design.
Strong visual design skills and obsession with craft & details.
As a bonus, you have experience at an early-stage startup or have spent time as a solo designer on a team.
Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!
Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.
Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.
Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.
Helping build our design system from (almost) the ground up.
You feel uncomfortable designing independently without much guidance from a PM or design management.
Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.
You prefer an in-person role over remote (Ashby operates remotely).
You dislike written documentation.
You want a set structure and rhythm to your projects.
PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.
You prefer a narrow job scope - interaction design only, design system only, etc.
Consulting for engineers who need help structuring layout, typography, flows, etc.
Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.
Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.
Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.
Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.
Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.
Consolidating and refining our design system to be functional, aesthetic, and best-in-class.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other:Â
30m introduction call to discuss Ashby and your experience
45m portfolio review
75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions.
2.5hr final round - meet the team + portfolio repeat with a founder
I'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it.
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! đ I'm Chris https://www.linkedin.com/in/chkrlee/, head of Product Design at Ashby.\n\nWe're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.\n\nOur unique approach is working - we're growing >100% year-over-year and have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.\n\n\n\n\nHOW WE WORK\n\nIn my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.\n\nWe take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.\n\nThis principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.\n\nCurrently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.\n\nThe design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves.\n\n\n\nSeparate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.\n\n\n\n\nWHAT WEâRE BUILDING\n\nTalent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!\n\n\n\nScheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others.\n\n\n\nAshby provides talent teams with intelligent and powerful software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here (and are what we often replace!).\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\n\n\n\nYOUR QUALIFICATIONS:\n\n - 4+ years of product design experience in desktop SaaS.\n\n - Able to think from first principles instead of simply applying the âstandardâ UX processes.\n\n - Can break down complex user problems by asking questions that narrow down the solution space.\n\n - Enough experience that your intuition can solve many usability problems without having to rely solely on data & metrics or conducting user research.\n\n - Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.\n\n - Strong skills in layout, navigation, IA, UI, and interaction design.\n\n - Strong visual design skills and obsession with craft & details.\n\n - As a bonus, you have experience at an early-stage startup or have spent time as a solo designer on a team.\n\n\n\n\nYOU MAY WANT TO APPLY IF YOUâRE EXCITED ABOUT:\n\n - Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!\n\n - Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.\n\n - Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.\n\n - Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.\n\n - Helping build our design system from (almost) the ground up.\n\n\nCONVERSELY, YOU MAY NOT WANT TO APPLY IF:\n\n - You feel uncomfortable designing independently without much guidance from a PM or design management.\n\n - Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.\n\n - You prefer an in-person role over remote (Ashby operates remotely).\n\n - You dislike written documentation.\n\n - You want a set structure and rhythm to your projects.\n \n - PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.\n\n - You prefer a narrow job scope - interaction design only, design system only, etc.\n\n\nON A WEEKLY BASIS YOU WILL FIND YOURSELF:\n\n - Consulting for engineers who need help structuring layout, typography, flows, etc.\n\n - Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.\n\n - Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.\n\n - Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.\n\n - Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.\n\n - Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.\n\n - Consolidating and refining our design system to be functional, aesthetic, and best-in-class.\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other: \n\n 1. 30m introduction call to discuss Ashby and your experience\n\n 2. 45m portfolio review\n\n 3. 75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions.\n\n 4. 2.5hr final round - meet the team + portfolio repeat with a founder\n\nI'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. 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How do you feel about software engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because Iâm looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.
To start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of âthe processâ or because âmore data is needed.â Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby.
When we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. weâre building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way).
To accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. Youâll focus on building your team, their skills to thrive with the ownership theyâre given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure theyâre not on the critical path.
Weâve already gathered an experienced, talented, and collaborative team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.
In addition to working with engineers youâll also get to work on projects yourselves. Some examples of work our engineering leaders have done:
Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.
Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that theyâre driving.
Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).
Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.
I had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case.
Since then, as Iâve learned more, Iâve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on peopleâs lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybodyâs pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem.
Despite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldnât be a manager, Iâd be super happy to be an IC.
Iâm looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves.
It can be hard to find seasoned engineering leaders who havenât succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say âYah I know everyone is doing that, but we won't because...â
Engineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre looking for:
You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.
You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier
You hold your team to a high standard and donât shy away from getting into the details and giving feedback, even to the best folks on your team.
You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback.Â
You know what exceptional engineers look like. Youâve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced.
Youâre good at thinking about product, business, and maybe even design, but youâre not interested in calling the shots and are more interested in building a team that can make the best decisions without you.
You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops.
Put another way, you shouldnât apply if:
You donât enjoy coding or donât find time to stay up-to-date on technology.
Youâve gotten into management because it was the only growth path available
You want to make all the product decisions instead of empowering your team to make those calls.
You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done.
A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.
Youâre not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers.
Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!
Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đ Iâm Colin https://uk.linkedin.com/in/colinhoweuk, Director of Engineering, Europe. How do you feel about software engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because Iâm looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.\n\nTo start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of âthe processâ or because âmore data is needed.â Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby.\n\nWhen we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. weâre building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way).\n\nTo accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. Youâll focus on building your team, their skills to thrive with the ownership theyâre given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure theyâre not on the critical path.\n\nWeâve already gathered an experienced, talented, and collaborative team https://www.ashbyhq.com/team of 25+ engineers. Youâll help me manage the growing team of engineers in Europe.\n\nIn addition to working with engineers youâll also get to work on projects yourselves. Some examples of work our engineering leaders have done:\n\n - Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that theyâre driving.\n\n - Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).\n\n - Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.\n \n \n\n\nWHY BE A MANAGER?\n\nI had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case.\n\nSince then, as Iâve learned more, Iâve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on peopleâs lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybodyâs pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem.\n\nDespite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldnât be a manager, Iâd be super happy to be an IC.\n\nIâm looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves.\n\nIt can be hard to find seasoned engineering leaders who havenât succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say âYah I know everyone is doing that, but we won't because...â\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nEngineering leadership comes in many flavors, not all of which fit our model. I thought Iâd outline some things Iâm looking for to help you decide if this fits what youâre looking for:\n\n - You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.\n\n - You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier\n\n - You hold your team to a high standard and donât shy away from getting into the details and giving feedback, even to the best folks on your team.\n\n - You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback. \n\n - You know what exceptional engineers look like. Youâve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced.\n\n - Youâre good at thinking about product, business, and maybe even design, but youâre not interested in calling the shots and are more interested in building a team that can make the best decisions without you.\n\n - You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops.\n \n \n\nPut another way, you shouldnât apply if:\n\n - You donât enjoy coding or donât find time to stay up-to-date on technology.\n\n - Youâve gotten into management because it was the only growth path available\n\n - You want to make all the product decisions instead of empowering your team to make those calls.\n\n - You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done.\n\n - A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.\n\n - Youâre not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers.\n\n\n\n\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\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\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\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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\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\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\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together. Our interview process is six interviews in the following order: \n\n 1. Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.\n\n 2. Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.\n\n 3. Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.\n\n 4. Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.\n\n 5. Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.\n\nI will be your main point of contact and prepare you for interviews. If we donât give an offer, weâll provide feedback!\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":91000,"maxValue":200000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":0.16}]}},{"id":"7e4e8a93-c35d-43c1-a739-c53aba8b682f","title":"Enterprise Account Executive - DACH","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Germany","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}}],"publishedAt":"2025-08-08T17:00:14.676+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7e4e8a93-c35d-43c1-a739-c53aba8b682f","applyUrl":"https://jobs.ashbyhq.com/ashby/7e4e8a93-c35d-43c1-a739-c53aba8b682f/application","descriptionHtml":"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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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\n\n\nABOUT THIS ROLE\n\nTA tools in the Enterprise represent a huge market opportunity, a $1B+ TAM, and the incumbents are legacy players. We are displacing a collection of tools (ATS, Sourcing & CRM, Scheduling, Analytics, Offers & Approvals) with a consolidated talent suite. This is a proven playbook that Workday used to win the HCM market as customers realize value in a multitude of ways.\n\nWe are seeking a German-fluent Enterprise Account Executive to help us win Enterprise (1,000+ employees) accounts by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Enterprise SaaS sales, having closed many $100k sales, and overachieved $1M+ quotas consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - 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\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\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\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager [Casper Bergmans https://www.linkedin.com/in/ashbyemea/] through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - 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\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"f2ba7c39-e5cb-47aa-8b80-74c0426725b7","title":"Support Engineering Manager - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-02-20T20:33:36.486+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f2ba7c39-e5cb-47aa-8b80-74c0426725b7","applyUrl":"https://jobs.ashbyhq.com/ashby/f2ba7c39-e5cb-47aa-8b80-74c0426725b7/application","descriptionHtml":"Hi! I'm Allie, Head of Support at Ashby. đ I have had the privilege of working with an incredible Support Team full of highly knowledgeable, driven team members who care deeply about the success of our customers. One of our key priorities is to scale our Support Teamâs ability to resolve deeply technical issues and support complex customers and workflows. Thatâs why weâre searching for a Support Engineering Manager to grow and shape the future of Support Engineering at Ashby.
This role is not a traditional Support Manager position. Weâre looking for someone who has technical depth, is confident diving into complex systems, and can mentor others on complex problem-solving.
In this role, youâll manage a team of highly skilled Support Engineers, work closely with Engineering to refine escalation and triage practices, and help define how Support Engineering operates at Ashby. Weâre looking for a builder with strong instincts who sees inefficiency quickly, takes action, and drives high-leverage improvements without over-engineering solutions.
This is a unique opportunity to oversee our Support Engineering function, collaborate deeply with our Engineering and Product teams, and create scalable processes and systems for technical triage, debugging, and problem-solving. You should be energized by moving fast, experimenting, and making pragmatic decisions, even when you donât have perfect data. If you love designing systems, building technical teams, and thinking holistically about how support can be a force multiplier across the business, you are in the right place!
As the Support Engineering Manager, you will oversee a technically proficient team responsible for resolving complex product issues, supporting integrations and data workflows, and influencing product decisions through customer insights. This team serves as a key escalation layer for high-priority technical challenges while creating proactive solutions to elevate the broader Support organization.
Youâll play a hands-on role in developing the teamâs capabilities, guiding cross-functional processes, and building the systems that will allow Support Engineering to scale effectively as our business grows. Since this is a new function, youâll have the opportunity to define best practices, establish technical workflows, and build a strong partnership between Support and Engineering from day one.
We need someone who naturally gravitates toward the highest-leverage work by identifying waste, eliminating friction, and raising the technical bar of the team quickly. You should be comfortable being wrong occasionally if it means weâre right most of the time and moving at high velocity.
Lead and develop a team of Support Engineers focused on technical depth, problem-solving, and customer impact.
Foster a culture of ownership, urgency, and high standards where problems are driven to resolution quickly and thoughtfully.
Mentor team members on technical skills including log analysis, database querying, systems architecture, and integration troubleshooting.
Foster a collaborative environment where knowledge-sharing and experimentation are encouraged.
Help define the career path and responsibilities of Support Engineers at Ashby.
Recruit and grow talent with strong technical foundations in reading and understanding code, collaborating on bug reproduction, and working effectively with Engineering teams.
Build scalable, repeatable processes for diagnosing and resolving complex issues related to integrations, APIs, analytics, and product performance.
Set standards for how the team escalates to Engineering, triages bugs, identifies patterns, and partners on long-term solutions.
Create internal tools and workflows that help the team operate with efficiency and consistency.
Balance operational needs with hands-on technical work, staying close by jumping into issues, exploring logs, or conducting hands-on testing when needed to support the team.
Continuously evaluate where time is being spent and ruthlessly prioritize work that drives the most impact for customers and the business.
Ship improvements quickly. Iterate. Raise the bar again.
Collaborate closely with Engineering to shape how technical escalations are managed and how customer insights are tracked and actioned.
Work with Product to provide feedback loops from Support to improve usability and prevent repeat issues.
Serve as an advocate for customers in technical conversations and help Engineering teams understand the support impact of product decisions.
Push for clarity and resolution. When tradeoffs exist, help the team move forward decisively.
Partner with our Support Leadership Team to identify and address gaps in our current tooling, workflows, and diagnostics capabilities.
Use data from escalations and customer feedback to recommend changes that improve team effectiveness and customer outcomes.
Partner with Support leadership to evolve how we measure success in high-complexity support scenarios.
Help scale Support Engineering as a function by documenting approaches, onboarding new team members, and contributing to internal tooling.
Default to action. Build the first version. Improve it in motion.
Proven experience managing or mentoring a Technical Support Team in a B2B SaaS environment.
Demonstrated ability to make high-quality decisions quickly and operate effectively without perfect information.
Background in Software Engineering, Technical Support Engineering, DevOps, or similar highly technical customer-facing roles.
Experience guiding cross-functional collaboration between Support and Engineering.
Familiarity with ATS/HRIS platforms or other enterprise systems is a plus.
Ability to zoom out and identify scalable processes for handling complex technical work.
Strong judgment in prioritizing bugs, customer needs, and internal enablement work.
Comfort operating in ambiguity and creating structure where none exists.
Clear bias toward simplification over over-optimization.
Passionate about improving the customer experience through well-designed, technically sound solutions.
Comfortable representing customer needs in Engineering discussions and advocating for supportability.
Able to hold a high bar for quality while still moving quickly and iterating.
Understands that speed and quality are not opposites and knows how to balance both.
You have strong instincts for what matters most and arenât afraid to make decisive calls.
You believe velocity compounds and you want to build a team that moves fast and drives value for customers
You thrive in cross-functional environments and love working alongside Engineering teams.
You enjoy solving complex technical problems while enabling others to do the same.
Youâre excited by the challenge of making Support scalable, efficient, and high-leverage.
You prefer support models that avoid technical complexity or customer escalations.
Youâre uncomfortable operating in fast-evolving systems with undefined processes.
Youâre not interested in directly collaborating with Engineering.
You prefer to lead from a high level without digging into the technical details.
You need perfect certainty before acting or prefer prolonged analysis over decisive execution.
Our interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 min
Hiring Manager Interview - 45-60 min
Take Home Assessment
VP of Customer Success Interview - 30 min
Founder Interview - 30 min
Peer Interview (Support Leaders) - 60 min
If you're excited about leading a highly technical team, eliminating friction, and shaping the future of Support Engineering at Ashby, weâd love to hear from you!
Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We want to offer deep expertise whenever we interact with prospects and customers â whether it be through scaled engagements (e.g. webinars), 1:1 conversations, or through written word (e.g. documentation).
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process.
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and home office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! I'm Allie, Head of Support at Ashby. đ 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\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\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\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\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\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\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\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 home office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$130K â $175K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$130K - $175K","compensationTiers":[{"id":"7b85add1-4818-44fa-a123-e092bc2cbd73","tierSummary":"$130K â $160K ⢠Offers Equity","title":"US - Remote","additionalInformation":null,"components":[{"id":"390c326e-52c2-4192-b0eb-b28be1f0cfc8","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"06ed098d-32b3-413c-8982-1a03226064f4","summary":"$130K â $160K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":130000,"maxValue":160000}]},{"id":"5dd23b7a-e570-4c11-a8df-4738b51b27e7","tierSummary":"CA$130K â CA$160K ⢠Offers Equity","title":"Canada - Remote","additionalInformation":null,"components":[{"id":"c6006903-74a0-4f17-a513-9e811810cd28","summary":"CA$130K â CA$160K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":130000,"maxValue":160000},{"id":"01c54d49-b140-4075-b318-3f6e872d4373","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"911055fd-f663-4b47-aaa5-f6f692693257","tierSummary":"$150K â $175K ⢠Offers Equity","title":"New York, San Francisco","additionalInformation":null,"components":[{"id":"03b4db31-92dd-4592-ac0e-0ff9fb485752","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d15d5836-ebee-4612-b5b3-f40b82a06585","summary":"$150K â $175K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":150000,"maxValue":175000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":130000,"maxValue":175000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258","title":"Engineering Manager, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2025-11-13T23:05:17.459+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258","applyUrl":"https://jobs.ashbyhq.com/ashby/5ccfc540-35d4-4fc8-aeb6-7f11b2ad8258/application","descriptionHtml":"Hi 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, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.
Youâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:
Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.
Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.
Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).
Youâll also propose and lead department and company-wide initiatives. Some examples:
Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback.
Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!
Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.
Iâll share more details once we meet.
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
You donât enjoy coding or donât find time to stay up-to-date on technology. We believe great leaders are folks who were great engineers themselves. That starts with loving the craft and never giving it up.
You follow the rules and accept the hand youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs within their own team or across departments.
You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!).
You're happy with a team of engineers who are predominantly early-career or mid-career or don't thrive with ownership or autonomy. You believe that with enough guardrails, the team can get things done.
To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.
Youâre not optimistic or convinced that we can build a large engineering team that functions differently from the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers or consistency.
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
Youâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png\")
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with me and Ben (30m, live)
A technical screen where we pair in our actual codebase (1h, live)
An interview to explore your past experience as a leader (1h, live)
Interview with Ben, Director of Engineering AMER (45m, live)
Interview with Colin, Head of Engineering EMEA (30m, live)
Final round where you meet Engineers, other Engineering Managers, and Benji, our CEO (90m, live)
Depending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.
This is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.
Your first three months at Ashby will be spent learning about Ashby Engineering and easing into leadership by being an IC. What better way to learn how ICs work than to be one! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll be able to push your first product change on day one.
You and I will do 30-day, 60-day, 90-day, and 6-month reviews to calibrate on our unique culture and how you, I, and the team will work together.
This role will initially report to me, but may report to Ben, our Director of Engineering, over time.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.\n\nYouâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:\n\n - Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.\n\n - Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).\n\nYouâll also propose and lead department and company-wide initiatives. Some examples:\n\n - Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback.\n\n - Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!\n\n - Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.\n\nIâll share more details once we meet.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition 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\n\n\nWHY YOU SHOULDNâT APPLY\n\n - You donât enjoy coding or donât find time to stay up-to-date on technology. We believe great leaders are folks who were great engineers themselves. That starts with loving the craft and never giving it up.\n\n - You follow the rules and accept the hand youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs within their own team or across departments.\n\n - You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!).\n\n - You're happy with a team of engineers who are predominantly early-career or mid-career or don't thrive with ownership or autonomy. You believe that with enough guardrails, the team can get things done.\n\n - To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.\n\n - Youâre not optimistic or convinced that we can build a large engineering team that functions differently from the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers or consistency.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\nYouâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nThis is an important role and our interview process reflects that both in challenge and length (5h 15m):\n\n 1. Introduction call with me and Ben (30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. An interview to explore your past experience as a leader (1h, live)\n\n 4. Interview with Ben, Director of Engineering AMER (45m, live)\n\n 5. Interview with Colin, Head of Engineering EMEA (30m, live)\n\n 6. Final round where you meet Engineers, other Engineering Managers, and Benji, our CEO (90m, live)\n\nDepending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.\n\nThis is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.\n\n\n\n\nYOUR FIRST SIX MONTHS AT ASHBY\n\nYour first three months at Ashby will be spent learning about Ashby Engineering and easing into leadership by being an IC. What better way to learn how ICs work than to be one! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll be able to push your first product change on day one.\n\nYou and I will do 30-day, 60-day, 90-day, and 6-month reviews to calibrate on our unique culture and how you, I, and the team will work together.\n\nThis role will initially report to me, but may report to Ben, our Director of Engineering, over time.\n\n\n\n\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"dd57f7e2-7cc9-48f4-aaf3-95639e41d553","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"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}]}],"summaryComponents":[{"compensationType":"Bonus","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":190000,"maxValue":280000}]}},{"id":"695b1ce6-c375-4fad-94ef-61b50a3fbd28","title":"Engineering Manager, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2025-11-13T23:04:14.276+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/695b1ce6-c375-4fad-94ef-61b50a3fbd28","applyUrl":"https://jobs.ashbyhq.com/ashby/695b1ce6-c375-4fad-94ef-61b50a3fbd28/application","descriptionHtml":"Hi 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, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.
Youâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:
Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.
Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.
Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).
Youâll also propose and lead department and company-wide initiatives. Some examples:
Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback.
Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!
Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.
Iâll share more details once we meet.
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
You donât enjoy coding or donât find time to stay up-to-date on technology. We believe great leaders are folks who were great engineers themselves. That starts with loving the craft and never giving it up.
You follow the rules and accept the hand youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs within their own team or across departments.
You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!).
You're happy with a team of engineers who are predominantly early-career or mid-career or don't thrive with ownership or autonomy. You believe that with enough guardrails, the team can get things done.
To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.
Youâre not optimistic or convinced that we can build a large engineering team that functions differently from the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers or consistency.
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
Youâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
This is an important role and our interview process reflects that both in challenge and length (5h 15m):
Introduction call with Ben (30m, live)
A technical screen where you and Ben pair in our actual codebase (1h, live)
An interview with Ben to explore your past experience as a leader (1h, live)
Interview with Abhik, VP of Engineering (45m, live)
Interview with Colin, Head of Engineering EMEA (30m, live)
Final round where you meet Engineers and other Engineering Managers (90m, live)
Depending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.
This is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.
Your first three months at Ashby will be spent learning about Ashby Engineering and easing into leadership by being an IC. What better way to learn how ICs work than to be one! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll be able to push your first product change on day one.
You and I will do 30-day, 60-day, 90-day, and 6-month reviews to calibrate on our unique culture and how you, I, and the team will work together.
This role will initially report to me, but may report to Ben, our Director of Engineering, over time.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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, Ben, Colin, and your peers to build out the team and continue scaling this unique culture.\n\nYouâll first do that through grassroots leadership. Youâll manage three to five Engineers and hire three to five more. Theyâll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:\n\n - Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You donât make the final decisions, but youâll influence and coach ICs to reach the right ones.\n\n - Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.\n\n - Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).\n\nYouâll also propose and lead department and company-wide initiatives. Some examples:\n\n - Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback.\n\n - Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!\n\n - Improve how we generate and simulate data in demo accounts. Itâs a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.\n\nIâll share more details once we meet.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition 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\n\n\nWHY YOU SHOULDNâT APPLY\n\n - You donât enjoy coding or donât find time to stay up-to-date on technology. We believe great leaders are folks who were great engineers themselves. That starts with loving the craft and never giving it up.\n\n - You follow the rules and accept the hand youâve been dealt. We want folks with the ambition, courage, and follow-through to change things, whether itâs within their own team or across departments.\n\n - You went into management because it was the only growth path available. We want folks who could have been Principal engineers (or were one!).\n\n - You're happy with a team of engineers who are predominantly early-career or mid-career or don't thrive with ownership or autonomy. You believe that with enough guardrails, the team can get things done.\n\n - To you, a Staff or Principal Engineer is someone who spends most of their time project managing or conducting architecture reviews. You donât believe staff and principal engineers could lead by the example they set or the leverage they create through their work.\n\n - Youâre not optimistic or convinced that we can build a large engineering team that functions differently from the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers or consistency.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\nYouâll be an important part of figuring out how to scale these methods from 50 engineers to 100 and beyond.\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nThis is an important role and our interview process reflects that both in challenge and length (5h 15m):\n\n 1. Introduction call with Ben (30m, live)\n\n 2. A technical screen where you and Ben pair in our actual codebase (1h, live)\n\n 3. An interview with Ben to explore your past experience as a leader (1h, live)\n\n 4. Interview with Abhik, VP of Engineering (45m, live)\n\n 5. Interview with Colin, Head of Engineering EMEA (30m, live)\n\n 6. Final round where you meet Engineers and other Engineering Managers (90m, live)\n\nDepending on my bandwidth, we may start with an additional 30m screen with a recruiter. Near the end of the process, weâll do reference checks.\n\nThis is also an important decision for you, so Iâm always happy to have coffee chats in person or over Zoom to get to know each other. If we donât move forward, weâre happy to share feedback.\n\n\n\n\nYOUR FIRST SIX MONTHS AT ASHBY\n\nYour first three months at Ashby will be spent learning about Ashby Engineering and easing into leadership by being an IC. What better way to learn how ICs work than to be one! Donât worry if you donât know our technologies. The team is really helpful, and our dev environment is pretty awesome: it sets up in a single script, and youâll be able to push your first product change on day one.\n\nYou and I will do 30-day, 60-day, 90-day, and 6-month reviews to calibrate on our unique culture and how you, I, and the team will work together.\n\nThis role will initially report to me, but may report to Ben, our Director of Engineering, over time.\n\n\n\n\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"b9171cd6-2155-4824-b786-8f88baa1c98f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"a3b678d1-d5f5-4078-9495-4c6aa5631161","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"dcbe9e36-19fa-4901-8c20-a1c4c128f323","summary":"$220K â $275K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":275000}]},{"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":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Bonus","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":200000,"maxValue":275000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a","title":"Staff Design Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2025-11-14T01:04:25.832+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a","applyUrl":"https://jobs.ashbyhq.com/ashby/cc846e56-27dd-41b5-bf5b-64d5eeb5ff1a/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n\n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n\n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"368da8fd-69fb-41bf-bf56-be2c72ca741d","summary":"$210K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":255000},{"id":"51eec537-0805-4750-a7d1-fcb470233e45","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f0e920f0-3fa9-46d5-83fa-0276b44632ff","tierSummary":"$200K â $245K ⢠Offers Equity","title":"L4 (Staff): Seattle","additionalInformation":null,"components":[{"id":"95141031-8709-4349-8bab-37554e93aee0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0ab41e6c-4931-44c5-8086-c16a239f80b4","summary":"$200K â $245K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":200000,"maxValue":245000}]},{"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":"b847c26f-c6dd-4adf-9268-4a4e9e912f51","summary":"$225K â $275K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":225000,"maxValue":275000},{"id":"a61dcecb-556a-43a2-9512-4c10f65256e9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"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":"0101e97b-b4ec-4e3d-b940-38af70bc68a6","summary":"$202K â $248K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":202000,"maxValue":248000},{"id":"6c8f2206-e81d-4970-aa74-37a2c4d25674","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":"97c6542c-7ff9-43e5-ac54-b77b45fc7378","title":"Staff Design Engineer, 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":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2025-11-13T22:59:40.371+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/97c6542c-7ff9-43e5-ac54-b77b45fc7378","applyUrl":"https://jobs.ashbyhq.com/ashby/97c6542c-7ff9-43e5-ac54-b77b45fc7378/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"6887114e-b68d-47c1-aef2-4e9110246cfa","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2891d9f7-018b-4db3-b349-6323ea65e1d1","summary":"CA$188K â CA$230K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":188000,"maxValue":230000}]},{"id":"913a7c9d-8e9a-4dac-a40b-04a4f9ff0d26","tierSummary":"CA$173K â CA$212K ⢠Offers Equity","title":"L4 (Staff): Canada - 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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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/74e5e1b3-d18d-4d26-aadd-d6e6a9673362/image1.png\")
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/2d4fc45b-b314-434e-8b05-4f6da56d61a4/image2.png\")
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/07dc4646-40a6-4146-9c42-80776ab55532/image1.png\")
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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 \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/74e5e1b3-d18d-4d26-aadd-d6e6a9673362/image1.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/2d4fc45b-b314-434e-8b05-4f6da56d61a4/image2.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/07dc4646-40a6-4146-9c42-80776ab55532/image1.png]\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. 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Canada","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}}],"publishedAt":"2026-04-30T22:46:21.621+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/272bc3f4-5af6-4c14-b797-a424b62d306c","applyUrl":"https://jobs.ashbyhq.com/ashby/272bc3f4-5af6-4c14-b797-a424b62d306c/application","descriptionHtml":"Hi 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/538a136c-d357-44bf-8e3f-74f1d90c7ede/image1.png\")
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/dcd29195-879e-4423-ab15-ab62f386f288/image2.png\")
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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 \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/538a136c-d357-44bf-8e3f-74f1d90c7ede/image1.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/dcd29195-879e-4423-ab15-ab62f386f288/image2.png]\n \n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"1e9c4a1a-1b8d-4e74-adf1-5fb0d80f1efa","summary":"CA$163K â CA$200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":163000,"maxValue":200000},{"id":"80490361-29d1-404d-a8c2-3ced019be9b2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"67d5c235-d4fa-4e29-95a1-78313685fa55","tierSummary":"CA$151K â CA$184K ⢠Offers Equity","title":"Canada - All Other Locations","additionalInformation":null,"components":[{"id":"8c8304a0-8c23-4e97-8fcb-9ec047fc4150","summary":"CA$151K â CA$184K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":151000,"maxValue":184000},{"id":"0f55e991-3c35-478a-9eae-9b316384f1fb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":151000,"maxValue":200000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"751768c6-8d97-4e91-a57d-6b85ce4b5a37","title":"Senior Product Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2026-04-30T22:46:14.287+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/751768c6-8d97-4e91-a57d-6b85ce4b5a37","applyUrl":"https://jobs.ashbyhq.com/ashby/751768c6-8d97-4e91-a57d-6b85ce4b5a37/application","descriptionHtml":"Hi 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"4bace6f7-38b2-4dbe-837c-fa5b64deff28","summary":"$180K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":220000},{"id":"99c80704-0938-4ab2-96ec-e55ced1980e2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"77c89d03-ee1e-4484-aba1-e6702ffc1206","tierSummary":"$175K â $215K ⢠Offers Equity","title":"Seattle","additionalInformation":null,"components":[{"id":"3aad0129-24d4-4466-9560-eff83974801a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c9fc2022-ab8d-457a-92cf-80c3eeca6448","summary":"$175K â $215K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":175000,"maxValue":215000}]},{"id":"78fa56ba-03b0-4da9-827e-401fbf3b650c","tierSummary":"$162K â $198K ⢠Offers Equity","title":"US Tier 2","additionalInformation":null,"components":[{"id":"2f9f24da-7d11-4e97-a621-c85c7fafee17","summary":"$162K â $198K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":162000,"maxValue":198000},{"id":"1fc90876-1c90-4a74-8d8d-776ba2bd1f4f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"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":[{"minValue":153000,"maxValue":220000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"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":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/55078a90-f1f0-4190-9d2a-c14d1cbc5486","applyUrl":"https://jobs.ashbyhq.com/ashby/55078a90-f1f0-4190-9d2a-c14d1cbc5486/application","descriptionHtml":"Hello! Iâm Laura, a Support Manager at Ashby. I'm excited to share that we're hiring a Product Support Specialist in the APAC region, specifically in Australia đ.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Final Round Interview - 90 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Generous paid family leave.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! Iâm 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 \n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n \n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n \n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n \n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"A$89K â A$105K ⢠Offers Equity","scrapeableCompensationSalarySummary":"A$89K - A$105K","compensationTiers":[{"id":"5567d29c-ce3f-455f-88eb-026ea83844fc","tierSummary":"A$89K â A$105K ⢠Offers Equity","title":"Australia","additionalInformation":null,"components":[{"id":"344f5a67-1acf-4e5d-b243-47a7502d51a8","summary":"A$89K â A$105K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":89000,"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":89000,"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 - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-02-20T13:14:50.065+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/b64e1498-04ae-4747-8930-a42d4ce6c047","applyUrl":"https://jobs.ashbyhq.com/ashby/b64e1498-04ae-4747-8930-a42d4ce6c047/application","descriptionHtml":"Hello! We're Jason and Charlie, Support Managers at Ashby. Weâre excited to share that we're hiring Product Support Specialists in North America.
Please note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Final Round Interview - 90 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! We're Jason and Charlie, Support Managers at Ashby. Weâre excited to share that we're hiring Product Support Specialists in North America.\n\nPlease note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n \n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n \n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n \n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n \n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$75,000 â $109,250 ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$75,000 - $109,250","compensationTiers":[{"id":"ad968740-53ae-4d9f-a7b7-981b15210de6","tierSummary":"$86,250 â $109,250 ⢠Offers Equity","title":"San Francisco, New York City","additionalInformation":null,"components":[{"id":"80dd86ec-04ce-4f49-ae96-7954e06d20e7","summary":"$86,250 â $109,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":86250,"maxValue":109250},{"id":"e3f3e4cc-8a01-4b88-8e6b-1917a54c6d16","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"835369fc-463c-4460-b83d-0bfdfe7bde13","tierSummary":"$75,000 â $95,000 ⢠Offers Equity","title":"United States","additionalInformation":null,"components":[{"id":"db59199c-6ca5-4c62-8458-b29d7b2c93b4","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c1a805f4-156b-4342-8e9d-bef62c1a2933","summary":"$75,000 â $95,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":75000,"maxValue":95000}]},{"id":"e63267b7-0add-44dc-a27b-d721b87f70a5","tierSummary":"CA$75,000 â CA$95,000 ⢠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$75,000 â CA$95,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":75000,"maxValue":95000}]}],"summaryComponents":[{"minValue":75000,"maxValue":109250,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"3b9b0141-86e7-46b2-b6b4-ed039b84cdc4","title":"Senior Software Engineer, Product Engineering, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2026-04-30T19:45:44.774+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/3b9b0141-86e7-46b2-b6b4-ed039b84cdc4","applyUrl":"https://jobs.ashbyhq.com/ashby/3b9b0141-86e7-46b2-b6b4-ed039b84cdc4/application","descriptionHtml":"Hi 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - 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\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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 - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2026-04-30T19:45:51.749+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/c3c7125d-7883-4dff-a2bf-f5a55de4a364","applyUrl":"https://jobs.ashbyhq.com/ashby/c3c7125d-7883-4dff-a2bf-f5a55de4a364/application","descriptionHtml":"Hi 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - 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\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"5d12746b-b892-4e9b-865a-6f74908a1faa","summary":"âŹ141K â âŹ174K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":141000,"maxValue":174000},{"id":"9d23ea2a-df34-4df6-bda3-70c35bf35f1c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"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":[{"minValue":141000,"maxValue":226000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"0020099f-9bb3-4da9-9808-4556564f5301","title":"Staff Software Engineer, Product Engineering, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2026-04-30T19:45:49.508+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/0020099f-9bb3-4da9-9808-4556564f5301","applyUrl":"https://jobs.ashbyhq.com/ashby/0020099f-9bb3-4da9-9808-4556564f5301/application","descriptionHtml":"Hi 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).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - 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\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"685afabc-4e43-4dff-984d-d3677a0b9a26","summary":"ÂŁ138K â ÂŁ170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":138000,"maxValue":170000},{"id":"e0b61aef-5b4c-4e29-bee3-b670066496aa","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"89cb8390-c815-4900-8c1d-671807ffe416","tierSummary":"ÂŁ182K â ÂŁ224K ⢠Offers Equity","title":"L5 (Sr Staff): All UK Locations","additionalInformation":null,"components":[{"id":"e5cd3ef4-f9e5-4a7e-9fad-e8af330276e4","summary":"ÂŁ182K â ÂŁ224K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":182000,"maxValue":224000},{"id":"f106bda6-c041-4212-817c-ed8d898087b5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":138000,"maxValue":224000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"472eef28-6e52-43b4-9bff-9113522890f5","title":"Senior Software Engineer, Product Engineering, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2026-04-30T19:45:47.450+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/472eef28-6e52-43b4-9bff-9113522890f5","applyUrl":"https://jobs.ashbyhq.com/ashby/472eef28-6e52-43b4-9bff-9113522890f5/application","descriptionHtml":"Hi 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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\n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - 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\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"1bf22d68-3629-4273-83d9-5f910fe453d0","summary":"ÂŁ112K â ÂŁ137K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":112000,"maxValue":137000},{"id":"607018cb-73d6-418f-b37d-7feb1266ea3a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"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":[{"minValue":103000,"maxValue":137000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"fa001346-ea81-41b2-bfbe-2271d3faac1a","title":"Staff Platform Engineer, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}}},{"location":"Norway","address":{"postalAddress":{"addressRegion":"","addressCountry":"Norway","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2025-11-14T00:13:11.459+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fa001346-ea81-41b2-bfbe-2271d3faac1a","applyUrl":"https://jobs.ashbyhq.com/ashby/fa001346-ea81-41b2-bfbe-2271d3faac1a/application","descriptionHtml":"Weâre looking for a curious, rigorous, problem-hungry platform 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform 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\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\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 \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\nWe use Datadog and Sentry on 100% cloud-based (AWS) infra. We take developer experience and reliability seriously: all engineers are on call in a follow-the-sun model, and everyone contributes to developer tooling.\n\n\n\n\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\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (Abhik wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"54cd4e17-2892-4059-9cf5-b9e1f5663e88","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"bcee1ed6-c94c-482b-97cf-92a95bcab029","summary":"âŹ141K â âŹ174K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":141000,"maxValue":174000}]},{"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":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":141000,"maxValue":226000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"87b96eef-edc1-4de4-adb6-d460126d02f8","title":"Staff Design Engineer, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Portugal","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2025-11-13T23:43:02.608+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Portugal"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/87b96eef-edc1-4de4-adb6-d460126d02f8","applyUrl":"https://jobs.ashbyhq.com/ashby/87b96eef-edc1-4de4-adb6-d460126d02f8/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"c9a35195-f742-407f-957c-0f04fae3866f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0d2c3fae-c074-4cf7-8b90-aff64e74066f","summary":"âŹ141K â âŹ174K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":141000,"maxValue":174000}]},{"id":"0e9d2444-4afe-4d5a-bb5e-e80e4b93d936","tierSummary":"âŹ185K â âŹ226K ⢠Offers Equity","title":"L5 (Sr Staff) - EU All Locations","additionalInformation":null,"components":[{"id":"6bd99340-4a4b-4f65-9960-5c277520373b","summary":"âŹ185K â âŹ226K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":185000,"maxValue":226000},{"id":"4a87926c-c0cc-46a8-87af-4855799d6dad","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":"306a353b-aab5-49d6-a711-a77aa0f5a660","title":"Staff Design Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2025-11-13T23:42:08.067+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/306a353b-aab5-49d6-a711-a77aa0f5a660","applyUrl":"https://jobs.ashbyhq.com/ashby/306a353b-aab5-49d6-a711-a77aa0f5a660/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n\n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer (This Posting) - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"07932455-1573-4751-8f39-ae052afe659e","summary":"ÂŁ138K â ÂŁ170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":138000,"maxValue":170000},{"id":"aa63b737-046c-4c22-be61-f046f59ed868","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"e38ea869-71b7-4610-991e-1cc5fa1f3604","tierSummary":"ÂŁ182K â ÂŁ224K ⢠Offers Equity","title":"L5 (Sr Staff): All UK Locations","additionalInformation":null,"components":[{"id":"2fb726a3-d8c2-4675-a030-f71a1ba330ea","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"67ad0fe6-e679-4b01-bbc6-770c6c97f294","summary":"ÂŁ182K â ÂŁ224K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":182000,"maxValue":224000}]}],"summaryComponents":[{"minValue":138000,"maxValue":224000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"448baa35-cd72-468a-bcab-51dd55b7a275","title":"Staff Product Engineer, Canada","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - Canada","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}}],"publishedAt":"2026-04-30T22:47:17.221+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/448baa35-cd72-468a-bcab-51dd55b7a275","applyUrl":"https://jobs.ashbyhq.com/ashby/448baa35-cd72-468a-bcab-51dd55b7a275/application","descriptionHtml":"Hi 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/21ae7cad-9d20-4e5e-96d4-0b62c3f3dd1c/image1.png\")
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
![](\"https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/daf6e3e9-55ac-4e11-a64d-2f5c662c8b28/image2.png\")
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with Hiring Manager (15 to 30m, live)
A technical screen where we pair in our actual codebase (1h, live)
Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Iâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.
When they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben), platforms like iOS (Tom) and Windows (Adam). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi 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 \n\n\nABOUT THE ROLE AND HOW WE WORK\n\nOur engineering culture strives to recreate the environments where we did our best work as ICs â where we had the ownership and agency to impact our users with creative and innovative software.\n\nI started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings.\n\nI studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation.\n\nInnovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineerâs force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of \"Agile\" processes like sprint planning. In those companies, I felt like a JIRA jockey.\n\nAt Ashby, weâre building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, youâll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). Youâll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have:\n\n - Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the âCalendar Tetrisâ problem I talk about in \"What We're Building.\"\n\n - Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it.\n\n - Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n \n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\nSoftware engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what youâre looking for:\n\n - Youâre not afraid to tackle any part of a technology stack. You do whatâs necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. Weâll provide a supportive environment to do it successfully (e.g., design system, SRE team).\n\n - Youâve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. Weâre not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems.\n\n - You know how to strike the right balance between speed and quality. Ashby wasnât built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isnât infinite, especially for a startup, so we still move with urgencyâweâve built the equivalent of three or more VC-backed startups with a very small team.\n\n - You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than youâve experienced in the past. To thrive (and level up), youâll need to be open to feedback (and we give lots of it).\n\n - Youâre an excellent collaborator and communicator. Ownership and freedom donât mean you work in a vacuum. Youâll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here!\n\n - You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc.\n\nPut another way, you shouldnât apply if:\n\n - To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, itâs not a requirement, nor do engineers need their sign-off.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the technical details and challenges.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n - You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront.\n\n - You havenât led or taken ownership of projects before. Youâre used to working with tech leads and taking on tasks distributed by them.\n\n - You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.\n\n \n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n \n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n \n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/21ae7cad-9d20-4e5e-96d4-0b62c3f3dd1c/image1.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n \n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/daf6e3e9-55ac-4e11-a64d-2f5c662c8b28/image2.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n \n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it (but a love of typed languages is helpful đ): TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, Redis.\n\nWhen they joined Ashby, many of our engineers switched from other languages like Swift and Kotlin (Ben https://linkedin.com/in/benasher44/), platforms like iOS (Tom https://www.linkedin.com/in/tom-quist-0925a199/) and Windows (Adam https://www.linkedin.com/in/adam-lusch/). We care more about fundamentals (e.g., debugging, abstractions) and how fast you learn. For folks on the team who switched, it's nice seeing changes hot reload versus waiting for XCode to compile đ .\n\n \n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"51550b73-c340-461f-b5e3-64a832ba7d2d","summary":"CA$188K â CA$230K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":188000,"maxValue":230000},{"id":"68c38d8f-cb42-4d4c-b1b6-0233f1db2f24","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"547e9248-ac27-4644-b831-fe3c927c2a81","tierSummary":"CA$173K â CA$212K ⢠Offers Equity","title":"L4 (Staff): Canada - 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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":[{"minValue":173000,"maxValue":326000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"ae720f13-ad8b-4fdd-a8c3-5625bdc83a33","title":"Staff Platform Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}},{"location":"Belfast","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Belfast"}}}],"publishedAt":"2025-11-14T00:15:23.214+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/ae720f13-ad8b-4fdd-a8c3-5625bdc83a33","applyUrl":"https://jobs.ashbyhq.com/ashby/ae720f13-ad8b-4fdd-a8c3-5625bdc83a33/application","descriptionHtml":"Weâre looking for a curious, rigorous, problem-hungry platform 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. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Weâre looking for a curious, rigorous, problem-hungry platform 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\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\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 \n\n\nTECHNOLOGY STACK\n\nIâm sharing our tech stack with the caveat that we donât require previous experience in it: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.\n\nWe use Datadog and Sentry on 100% cloud-based (AWS) infra. We take developer experience and reliability seriously: all engineers are on call in a follow-the-sun model, and everyone contributes to developer tooling.\n\n\n\n\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\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Abhik https://www.linkedin.com/in/abhikpramanik/ and Benji https://www.linkedin.com/in/benjaminencz/âs (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (Abhik wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n 1. Introduction call with Hiring Manager (15 to 30m, live)\n\n 2. A technical screen where we pair in our actual codebase (1h, live)\n\n 3. Three non-coding interviews that focus on technical design, debugging incidents, and infrastructure (3h 15m, live can be split across multiple days)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nYour hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (youâll need minimal preparation). Youâll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"683e68fc-11b8-4343-9bbb-0dc71e1cf26d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d3dbd1cb-cb9d-4002-97b8-a0e503ced872","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":"51061458-3a38-4bea-84f4-7ea0ac3e417f","title":"Product Support Specialist - EMEA","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Madrid","address":{"postalAddress":{"addressRegion":"Madrid","addressCountry":"Spain","addressLocality":"Madrid"}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"Poland","address":{"postalAddress":{"addressRegion":"Poland","addressCountry":"Poland","addressLocality":"Warsaw"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}}],"publishedAt":"2026-02-20T21:10:00.884+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/51061458-3a38-4bea-84f4-7ea0ac3e417f","applyUrl":"https://jobs.ashbyhq.com/ashby/51061458-3a38-4bea-84f4-7ea0ac3e417f/application","descriptionHtml":"Hello! 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 are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Final Round Interview - 90 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! 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.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n\n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away. All while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"ÂŁ64.5K â ÂŁ81.5K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ64.5K - ÂŁ81.5K","compensationTiers":[{"id":"dc86f678-2de7-46f0-ac4e-6eaac6b4229d","tierSummary":"ÂŁ64.5K â ÂŁ81.5K ⢠Offers Equity","title":"United Kingdom","additionalInformation":null,"components":[{"id":"ac8d695f-ae3a-4015-b436-8c9028f16fda","summary":"ÂŁ64.5K â ÂŁ81.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":64500,"maxValue":81500},{"id":"b59d57bf-69a5-434d-ac38-3a1d3f45b349","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0f2cb4cf-2c6a-4729-9ecd-038fcd58cab4","tierSummary":"âŹ64.5K â âŹ81.5K ⢠Offers Equity","title":"Ireland, Netherlands, Germany, France, Denmark","additionalInformation":null,"components":[{"id":"b5ad5e8c-ec63-4f20-8294-8f6534ec4169","summary":"âŹ64.5K â âŹ81.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":64500,"maxValue":81500},{"id":"e3d5c594-f51d-49af-bd75-381c82dfba37","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"5788179e-cd8f-4944-9ec7-51320ce59c55","tierSummary":"âŹ50.5K â âŹ63.5K ⢠Offers Equity","title":"Italy, Portugal, Spain","additionalInformation":null,"components":[{"id":"50a9cae6-0768-4ae1-a75d-8b7266cd5ab5","summary":"âŹ50.5K â âŹ63.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":50500,"maxValue":63500},{"id":"ac2422e0-483d-49bb-8fcc-b5eda0b9c5eb","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"70756bac-2415-4823-87fa-a94f9c3b0371","tierSummary":"âŹ33K â âŹ41K ⢠Offers Equity","title":"Lithuania, Romania, Bulgaria","additionalInformation":null,"components":[{"id":"79c4d32c-92b1-4f12-8bd0-60920a684f45","summary":"âŹ33K â âŹ41K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":33000,"maxValue":41000},{"id":"96e8e585-9616-4216-aef2-1b3c6bc3db03","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":64500,"maxValue":81500},{"compensationType":"EquityPercentage","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 - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2025-12-11T04:38:54.143+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2373fcd5-144b-4d66-a98b-dd0efb4eb9d1","applyUrl":"https://jobs.ashbyhq.com/ashby/2373fcd5-144b-4d66-a98b-dd0efb4eb9d1/application","descriptionHtml":"Hi! đ I'm Chris, head of Product Design at Ashby.
We're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.
Our unique approach is working - we're growing >100% year-over-year and have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.
In my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.
We take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.
This principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.
Currently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.
The design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves.
Separate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.
Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!
Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others.
Ashby provides talent teams with intelligent and powerful software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here (and are what we often replace!).
10+ years of product design experience, with the majority being in desktop SaaS
Able to take huge, ambiguous projects and break them down into actionable parts
Able to speak to patterns of the highest functioning design teams and how to create an environment of high performance
Able to leverage designers' superpowers to influence engineering, product, and the rest of the company
Able to create standards and principles that will help improve the quality of design across the product org
Able to think from first principles instead of simply applying the âstandardâ UX processes.
Enough experience that your intuition can solve most usability problems without having to rely solely on data & metrics or conducting user research.
Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.
Best-in-class skills in layout, navigation, IA, UI, and interaction design.
Obsession with craft & details.
You have experience at an early-stage startup or have spent time as a solo designer on a team.
Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!
Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.
Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.
Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.
Helping build our design system from (almost) the ground up.
You feel uncomfortable designing independently without much guidance from a PM or design management.
Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.
You prefer an in-person role over remote (Ashby operates remotely).
You dislike written documentation.
You want a set structure and rhythm to your projects.
PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.
You prefer a narrow job scope - interaction design only, design system only, etc.
Consulting for engineers who need help structuring layout, typography, flows, etc.
Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.
Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.
Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.
Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.
Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.
Consolidating and refining our design system to be functional, aesthetic, and best-in-class.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other:
30m introduction call to discuss Ashby and your experience
45m portfolio review
75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions.
2.5hr final round - meet the team + portfolio repeat with a founder
I'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it.
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! đ I'm Chris https://www.linkedin.com/in/chkrlee/, head of Product Design at Ashby.\n\nWe're looking for a versatile, intrinsically motivated designer who is excited to contribute to rethinking how modern software is designed. At Ashby, you'll be part designer, part product manager, part consultant, and part design system manager (or some combination of the 4!). We do design differently here, and if that excites you, read on.\n\nOur unique approach is working - we're growing >100% year-over-year and have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, very low churn, and many years of runway. We're backed by amazing investors like Y Combinator, Elad Gil, Lachy Groom, and many more! Weâll share more details once we meet.\n\n\n\n\nHOW WE WORK\n\nIn my previous roles, product teams always consisted of a product manager, a designer, and ~4-5 engineers. This may sound familiar to you! The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.\n\nWe take a more principled approach here at Ashby. If you've been designing software enough, you'll realize in actuality, design is required in varying degrees on each project. Sometimes in the past, I'd be asked to design yet another settings page, when really all that was needed was an engineer to reuse existing components and just follow some documentation I had written. Other times, I felt I should effectively be the product manager and own a project from beginning to end. In these latter cases, it made sense that I was even the one providing project updates and managing resources rather than constantly being pinged by a separate product manager.\n\nThis principled approach is now what we do here, and it is part of what has allowed Ashby to take down incumbents in multiple verticals all at once. We don't settle for the status quoâwe actively resist reversion to the mean.\n\nCurrently, I report to Benji, the co-founder & CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.\n\nThe design departmentâs job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. That, while tackling the biggest design challenges ourselves.\n\n\n\nSeparate from design, you may also be excited by the fact that we maintain a near seed-stage-like culture with fuzzy lines between functional roles, as much autonomy as you can handle, and a focus on IC-work with an almost-no-meeting culture. While you get the product-market fit and scale of a growth-stage startup, you also get the agency and no-nonsense, no-red-tape culture of a seed-stage startup.\n\n\n\n\nWHAT WEâRE BUILDING\n\nTalent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!\n\n\n\nScheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others.\n\n\n\nAshby provides talent teams with intelligent and powerful software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here (and are what we often replace!).\n\n\n\n\nWHY YOU SHOULD OR SHOULDNâT APPLY\n\n\n\n\nYOUR QUALIFICATIONS:\n\n - 10+ years of product design experience, with the majority being in desktop SaaS\n\n - Able to take huge, ambiguous projects and break them down into actionable parts\n\n - Able to speak to patterns of the highest functioning design teams and how to create an environment of high performance\n\n - Able to leverage designers' superpowers to influence engineering, product, and the rest of the company\n\n - Able to create standards and principles that will help improve the quality of design across the product org\n\n - Able to think from first principles instead of simply applying the âstandardâ UX processes.\n\n - Enough experience that your intuition can solve most usability problems without having to rely solely on data & metrics or conducting user research.\n\n - Curious & resourceful enough to come up with creative solutions and de-risk them appropriately.\n\n - Best-in-class skills in layout, navigation, IA, UI, and interaction design.\n\n - Obsession with craft & details.\n\n - You have experience at an early-stage startup or have spent time as a solo designer on a team.\n\n\n\n\nYOU MAY WANT TO APPLY IF YOUâRE EXCITED ABOUT:\n\n - Creating leverage and impact far and above what you'd see in a typical EPD product team structure. You wonât be a cog in the wheel, the wheel is not very big!\n\n - Getting to work on all parts of a massive product surface area - spanning many user types, JTBDs, usability challenges, etc. Unlike in other organizations, you wonât be stuck working on one problem for many years.\n\n - Helping reinvent the design model for modern enterprise softwareâyou donât have to build wireframes, user journeys, personas, etc. What matters is solving a customerâs problem; what tools you use are up to you.\n\n - Covering all parts of the design process with a focus on design craft. You'll still be doing the occasional user research interview but will be focused on using heuristics & experience to improve our IA, navigation, interactions, UI patterns, and more.\n\n - Helping build our design system from (almost) the ground up.\n\n\nCONVERSELY, YOU MAY NOT WANT TO APPLY IF:\n\n - You feel uncomfortable designing independently without much guidance from a PM or design management.\n\n - Youâre uncomfortable having your decisions and process being challenged constantly by engineering & product.\n\n - You prefer an in-person role over remote (Ashby operates remotely).\n\n - You dislike written documentation.\n\n - You want a set structure and rhythm to your projects.\n \n - PM gives you a brief, you do wireframes, then mocks, then pass off work to engineers. Rinse and repeat.\n\n - You prefer a narrow job scope - interaction design only, design system only, etc.\n\n\nON A WEEKLY BASIS YOU WILL FIND YOURSELF:\n\n - Consulting for engineers who need help structuring layout, typography, flows, etc.\n\n - Digging into problems by consulting GTM, talking to customers, asking for data requests, and more in order to present confident assumptions about your proposals.\n\n - Using Figma to draw out your ideas and create visual artifacts for stakeholder alignment.\n\n - Writing specification docs (we call them specs!) that detail your design proposals. These documents are meant to get stakeholder alignment on the biggest decisions you want to make and are a core part of how we work at Ashby.\n\n - Taking ownership of larger product features and thinking through Jobs-To-Be-Done, navigation, information architecture, layout, interaction, etc.\n\n - Taking in customer feedback and using heuristics to build your own usability backlog and propose projects for engineers to take on.\n\n - Consolidating and refining our design system to be functional, aesthetic, and best-in-class.\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together and talking through decisions. Our interview process is four rounds with some casual Zoom coffee in between to get to know each other:\n\n 1. 30m introduction call to discuss Ashby and your experience\n\n 2. 45m portfolio review\n\n 3. 75m design exercise and app teardown. The exercise will be a live whiteboarding exercise where we provide a prompt and you show us how you'd break down problems and come up with solutions.\n\n 4. 2.5hr final round - meet the team + portfolio repeat with a founder\n\nI'll be your main point of contact and prepare you for interviews. Youâll meet other engineers and product managers as well (with lots of time to ask them questions). If we donât give an offer by the last round, I'll provide feedback as to why if you'd like it (I'm serious!).\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable. This is one of the reasons I joined personally - not a lot of startups do this.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"aad3abcd-78a6-4e9a-ab89-887155fd7d79","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"157f113c-2701-466c-ac49-5a5f10d5f97e","summary":"$220K â $240K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":220000,"maxValue":240000}]},{"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":"f05c74b1-d560-4330-b1f3-b50fff687c2f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"3da66c6c-24df-41c0-b9e5-10a4f24d54ef","summary":"$180K â $200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":200000}]},{"id":"76f708aa-4f2d-487a-8b11-16fc34e65570","tierSummary":"CA$200K â CA$220K ⢠Offers Equity","title":"Canada: Toronto & Vancouver","additionalInformation":null,"components":[{"id":"948b0720-0cbf-4fcf-9c55-e2579128d462","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"ce71d730-25d0-4bd5-9a4c-d945d064b522","summary":"CA$200K â CA$220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":200000,"maxValue":220000}]},{"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":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":180000,"maxValue":240000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"d46e79d4-43fd-477f-aa06-25b604715223","title":"Strategy & Operations, Customer Success","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-01-20T23:01:04.790+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/d46e79d4-43fd-477f-aa06-25b604715223","applyUrl":"https://jobs.ashbyhq.com/ashby/d46e79d4-43fd-477f-aa06-25b604715223/application","descriptionHtml":"Role Overview
In this CSSO role, you will drive the strategy, processes, and data-driven insights that empower our Customer Success Team to deliver exceptional outcomes for our customers. Reporting to the Senior Manager 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"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 Senior Manager 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\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\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"e64446b5-5d9b-49ed-85d7-a1e0e686f650","summary":"$140K â $180K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":180000},{"id":"37af775a-88e2-46af-8394-ca4dae255102","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":180000},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"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":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Philippines","address":{"postalAddress":{"addressRegion":"","addressCountry":"Philippines","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-02-20T17:24:56.798+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/033ce772-ed08-4a59-bb52-4ff0eaac9bcd","applyUrl":"https://jobs.ashbyhq.com/ashby/033ce772-ed08-4a59-bb52-4ff0eaac9bcd/application","descriptionHtml":"đ Hello! Iâm Laura, a Support Manager at Ashby. I'm excited to share that we're hiring Product Support Specialists in the APAC region đ.
Please note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application. This position will cover a day shift.
Over the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.
In this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.
Youâll also spend time on projects that make the work we do better. Past projects our team has taken on include:
Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.
Developing workflow automation allowing for better team cohesion and efficacy.
As a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.
You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly
You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.
Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.
You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.
You can balance investigation, customer communication, and escalation quality in a fast-moving environment.
You've done B2B support across company sizes, from SMB to enterprise.
Your recent experience is primarily customer success management, account management, or customer onboarding
You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.
You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.
You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.
You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles to get a sense of what we value in People Leaders at Ashby.
Our interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Final Round Interview - 90 Minutes
Throughout our interview process, you will be evaluated on both technical reasoning and communication precision.
Ashby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Generous paid family leave.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"đ Hello! Iâm Laura, a Support Manager at Ashby. I'm excited to share that we're hiring Product Support Specialists in the APAC region đ.\n\nPlease note: weâre currently hiring Product Support Specialists to work one weekend day in exchange for a weekday off. This role will follow either a TuesdayâSaturday or SundayâThursday schedule, with occasional adjustments for holidays or business needs. You can share your preferred working hours in your application. This position will cover a day shift.\n\nOver the past few years, weâve built a team of Ashby experts who delight customers through keen attention to detail, deep product knowledge, and fast, thoughtful support. By joining the team, youâll contribute to delivering that same world-class experience.\n\nIn this role, youâll work closely with customers every day. Ashby is a broad and complex product, so you can expect to handle everything from troubleshooting sophisticated integrations to guiding customers through detailed workflows and best practices.\n\nYouâll also spend time on projects that make the work we do better. Past projects our team has taken on include:\n\n - Absorbing and synthesizing highly technical work from our Engineering Team to create enablement for technical up-leveling of the broader Support Team.\n\n - Developing workflow automation allowing for better team cohesion and efficacy.\n\nAs a company, we value a strong sense of ownership, principled thinking over experience, and thoughtful communication. These and other values, which weâll explore more deeply during the interview process, guide how we work.\n\n\n\n\nYOU SHOULD APPLY IF:\n\n - You are already comfortable owning complex SaaS troubleshooting from first report through resolution, including isolating configuration issues, reproducing ambiguous behavior, and communicating clearly\n\n - You can explain technical issues concisely, you think systematically, and operate with strong ownership in asynchronous environments. You can explain the same issue differently depending on the audience, while staying clear and direct.\n\n - Youâre curiousâboth when addressing customers and when creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface.\n\n - You delight customers. You possess keen attention to detail, ensure your responses are thorough and clear, and are empathetic along the way.\n\n - You can balance investigation, customer communication, and escalation quality in a fast-moving environment.\n\n - You've done B2B support across company sizes, from SMB to enterprise.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Your recent experience is primarily customer success management, account management, or customer onboarding\n\n - You're more drawn to coordination, enablement, or team leadership than spending your days deep in tickets.\n\n - You avoid getting in the weeds of solving technical problems; each member of our support team is highly technical and capable of solving deeply complex tickets.\n\n - You prefer to triage tickets swiftly; if tagging in Engineering early on (without attempting comprehensive solutions) is an exhale moment, this is likely not a great fit.\n\n - You prefer to support a product you can know the ins and outs of quickly (such as a point solution) rather than a product that is rapidly evolving with quite a bit of surface area.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. Following our Series D in 2025, weâre continuing to grow ARR at more than 100% year over year, serving over 4,000 customers, including industry leaders like Snowflake, OpenAI, Shopify, Ramp, Notion, Reddit, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nABOUT GO TO MARKET\n\nWe view our Support team as an extension of the product itself, one that ensures an optimal customer experience for customers ranging across all market segments. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much better performance than teams with large headcount.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Leadership Principles https://www.ashbyhq.com/blog/culture/ashbys-leadership-principles to get a sense of what we value in People Leaders at Ashby.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thoroughâwe aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Final Round Interview - 90 Minutes\n\nThroughout our interview process, you will be evaluated on both technical reasoning and communication precision.\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our support team members are experts on the platform. Your first 30 days will focus primarily on onboarding and learning the product. With support and guidance, youâll begin taking tickets in week one, so you can start getting to know our customers, our processes, and begin making an impact right away, all while continuing to build confidence and depth in the platform.\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"SGD 80K â SGD 96K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"SGD 80,000 - SGD 96,000","compensationTiers":[{"id":"5b8ce50b-fc49-42df-9639-15a9fa55a473","tierSummary":"SGD 80,000 â SGD 96,000 ⢠Offers Equity","title":"Singapore","additionalInformation":null,"components":[{"id":"7d88836a-f592-44da-a27d-e32f275f8b2f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"a1a144a3-b6f7-4ad9-89df-3a3adea2c213","summary":"SGD 80,000 â SGD 96,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":80000,"maxValue":96000}]},{"id":"0a724880-d805-40cb-acd4-efd638ada97f","tierSummary":"âą801,000 â âą1,061,000 ⢠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":"âą801,000 â âą1,061,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"PHP","minValue":801000,"maxValue":1061000}]},{"id":"61913802-a71e-43dc-a225-ca8518c94255","tierSummary":"ÂĽ6,409,500 â ÂĽ7,800,000 ⢠Offers Equity","title":"Japan","additionalInformation":null,"components":[{"id":"6ed3a12b-3682-4d43-a224-305a1191b491","summary":"ÂĽ6,409,500 â ÂĽ7,800,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"JPY","minValue":6409500,"maxValue":7800000},{"id":"83b7bf81-fce1-4480-9db2-9fbe767828d3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"fd58521b-a03d-4c04-a8ba-1f929c5a53a2","tierSummary":"âŠ45,518,000 â âŠ58,540,000 ⢠Offers Equity","title":"South Korea","additionalInformation":null,"components":[{"id":"ce57a72e-e9db-4853-821b-a5694f7a0b42","summary":"âŠ45,518,000 â âŠ58,540,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"KRW","minValue":45518000,"maxValue":58540000},{"id":"4912f2e9-ab44-416f-bb39-da8a801bfe17","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":80000,"maxValue":96000}]}},{"id":"fe44e5a8-1b61-4330-a02d-7f7b66f5ade2","title":"Strategic Implementation Specialist - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-23T21:23:40.596+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fe44e5a8-1b61-4330-a02d-7f7b66f5ade2","applyUrl":"https://jobs.ashbyhq.com/ashby/fe44e5a8-1b61-4330-a02d-7f7b66f5ade2/application","descriptionHtml":"Hi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs especially true during implementation. We take pride in being responsive, collaborative partners who focus not just on delivery, but on doing things thoughtfully. This role plays a critical part in ensuring our new customers start off with a strong foundation and a clear path forward. Iâm thrilled to be hiring our next Implementation Specialist. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.
As our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for many of our new customers. You will work directly with customers in our Strategic (predominantly Enterprise) segment, developing and executing implementation plans to ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes.
Role requirements:
Implementation & Project Management:Â You have extensive experience managing and executing several complex implementation and onboarding projects concurrently in a high-growth B2B SaaS org (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed-upon expectations). You keep the team on track to ensure milestones are met. You work effectively in a remote-first setting, with the ability to travel <10% as needed for strategic customer engagements.
Technical Proficiency: You have a strong understanding of complex, configurable B2B SaaS products and their technical intricacies. By \"complex\", we mean platforms with multi-step workflows, supporting several core workflows, and integrations with other systems. You're technically curious and creative. Ashby or ATS experience is a plus, not required.
Customer Centricity: You deeply understand customer needs and tailor implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.
Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.
You could be a great fit if:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"STRATEGIC IMPLEMENTATION SPECIALIST\n\nHi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs especially true during implementation. We take pride in being responsive, collaborative partners who focus not just on delivery, but on doing things thoughtfully. This role plays a critical part in ensuring our new customers start off with a strong foundation and a clear path forward. Iâm thrilled to be hiring our next Implementation Specialist. As part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll play a key role early in the customer journeyâultimately helping to elevate the entire customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Specialist, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for many of our new customers. You will work directly with customers in our Strategic (predominantly Enterprise) segment, developing and executing implementation plans to ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes.\n\nRole requirements:\n\n - Implementation & Project Management: You have extensive experience managing and executing several complex implementation and onboarding projects concurrently in a high-growth B2B SaaS org (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed-upon expectations). You keep the team on track to ensure milestones are met. You work effectively in a remote-first setting, with the ability to travel <10% as needed for strategic customer engagements.\n\n - Technical Proficiency: You have a strong understanding of complex, configurable B2B SaaS products and their technical intricacies. By \"complex\", we mean platforms with multi-step workflows, supporting several core workflows, and integrations with other systems. You're technically curious and creative. Ashby or ATS experience is a plus, not required.\n\n - Customer Centricity: You 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$120K â $185K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$120K - $185K","compensationTiers":[{"id":"ba68318d-b477-47b9-82b8-362d3bb374e3","tierSummary":"Estimated Base Salary $140K â $185K ⢠Offers Equity","title":"NYC/SF","additionalInformation":null,"components":[{"id":"006d33c7-f9f3-40a1-982b-e968e9cdb2fc","summary":"Estimated Base Salary $140K â $185K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":185000},{"id":"ce304772-c187-46f8-9f6d-4b03bfc5b80f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"d3ed863b-72d6-4ebd-be02-73b84e26baba","tierSummary":"Estimated Base Salary $120K â $165K ⢠Offers Equity","title":"US Average","additionalInformation":null,"components":[{"id":"f768b674-e073-4a55-929e-84bfb58c184b","summary":"Estimated Base Salary $120K â $165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":165000},{"id":"8d64cd2d-4273-4b0e-88b5-60b7eb81bc6b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"7bcee5c5-cbb3-4994-95f4-348f7442fbc4","tierSummary":"Estimated Base Salary CA$120K â CA$160K ⢠Offers Equity","title":"Canada","additionalInformation":null,"components":[{"id":"f0e4d016-9da6-4a32-a3b5-7fa2709c0ba4","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6ca2c806-1e7b-45e2-9603-2a8717d9137a","summary":"Estimated Base Salary CA$120K â CA$160K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":120000,"maxValue":160000}]}],"summaryComponents":[{"minValue":120000,"maxValue":185000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"e1d3d4ee-8d23-4433-be21-385df9d263c4","title":"High Touch Implementation Specialist - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Hamburg","address":{"postalAddress":{"addressRegion":"Hamburg","addressCountry":"Germany","addressLocality":"Hamburg"}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}},{"location":"Portugal","address":{"postalAddress":{"addressCountry":"Portugal"}}}],"publishedAt":"2026-06-22T00:42:27.470+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/e1d3d4ee-8d23-4433-be21-385df9d263c4","applyUrl":"https://jobs.ashbyhq.com/ashby/e1d3d4ee-8d23-4433-be21-385df9d263c4/application","descriptionHtml":"Hi, Iâm Daryl and Iâm the Manager of High Touch Implementations at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering, âWhat is a better way to accomplish this?â Thatâs why I am thrilled to be hiring a High Touch Implementation Specialist!
As a member of the High Touch Implementation team and part of our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the unique opportunity to help shape this new implementation offering, ultimately upleveling the overall customer experience.
As an Implementation Specialist aligned to our High Touch segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for mid-market and smaller enterprise customers. Your book of business will include 12-15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes.
Role requirements:
Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.
Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but not required)
Customer Centricity: You deeply understand customer needs and tailor implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.
Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.
You could be a great fit if:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
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 20-25 implementations at a time
You are accustomed to defining ideas and strategies, yet not responsible for their execution.
You prefer working with a simple product (such as a point solution).
You prefer exclusively to build (rather than build, iterate, optimize).
Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We want to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles to get a sense of what we are looking for in folks on the team.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
45 min - Interview with the Manager, of High Touch Implementations
60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist
Final Round:
30 min - Cross-Functional Interview with Head of Professional Services
30 min - Product Complexity Interview with VP of Customer Success
30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HIGH TOUCH IMPLEMENTATION SPECIALIST\n\nHi, Iâm Daryl and Iâm the Manager of High Touch Implementations at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering, âWhat is a better way to accomplish this?â Thatâs why I am thrilled to be hiring a High Touch Implementation Specialist!\n\nAs a member of the High Touch Implementation team and part of our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the unique opportunity to help shape this new implementation offering, ultimately upleveling the overall customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our High Touch segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for mid-market and smaller enterprise customers. Your book of business will include 12-15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes.\n\nRole requirements:\n\n - Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.\n\n - Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but not required)\n\n - Customer Centricity: You deeply understand customer needs and tailor implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - 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 20-25 implementations at a time\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n\nOUR PHILOSOPHY\n\nHere are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles to get a sense of what we are looking for in folks on the team.\n\n\n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with the Manager, of High Touch Implementations\n\n - 60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist\n\n - Final Round:\n \n - 30 min - Cross-Functional Interview with Head of Professional Services\n \n - 30 min - Product Complexity Interview with VP of Customer Success\n \n - 30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager\n \n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"ÂŁ90K â ÂŁ120K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ90K - ÂŁ120K","compensationTiers":[{"id":"2a631367-b633-43ee-b028-c578e8c271b5","tierSummary":"Estimated Base Salary ÂŁ90K â ÂŁ105K ⢠Offers Equity","title":"Remote - UK","additionalInformation":null,"components":[{"id":"7f7813cf-2a34-4afd-bf1c-1fbb766e869f","summary":"Estimated Base Salary ÂŁ90K â ÂŁ105K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":90000,"maxValue":105000},{"id":"1995131c-f993-42ab-81e6-48721e6ee1a8","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"56c49fd5-0926-41f6-9e69-ba952fc1a88c","tierSummary":"Estimated Base Salary ÂŁ95K â ÂŁ120K ⢠Offers Equity","title":"Remote - London","additionalInformation":null,"components":[{"id":"4fc62eb7-a67f-4012-8ee2-37cd10a3ddd6","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b2d3cb3f-f399-44ab-874b-ea921a2bac24","summary":"Estimated Base Salary ÂŁ95K â ÂŁ120K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":95000,"maxValue":120000}]},{"id":"edc9026a-3293-4ee3-828e-40ce4b57efd8","tierSummary":"Estimated Base Salary âŹ75K â âŹ90K ⢠Offers Equity","title":"Remote - Italy, Spain, Portugal","additionalInformation":null,"components":[{"id":"ebf8c886-a730-4fa7-8817-52b94add25dc","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1e70c1e6-63d1-4eba-8c2b-e5a850afdf71","summary":"Estimated Base Salary âŹ75K â âŹ90K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":75000,"maxValue":90000}]},{"id":"00daed38-3cbb-4a38-82e7-ae8bfe1b25f2","tierSummary":"Estimated Base Salary âŹ90K â âŹ105K ⢠Offers Equity","title":"Remote - Ireland, Germany, Netherlands, France","additionalInformation":null,"components":[{"id":"8741f423-b248-419b-b84e-e391fd95de77","summary":"Estimated Base Salary âŹ90K â âŹ105K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":90000,"maxValue":105000},{"id":"dc60a8d2-a624-4faa-956e-7bc138b16c13","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"0e1427c7-b5f2-418b-a898-f1ca888dde18","tierSummary":"Estimated Base Salary âŹ95K â âŹ120K ⢠Offers Equity","title":"Remote - Denmark, Dublin, Amsterdam","additionalInformation":null,"components":[{"id":"686728ef-e733-42d5-b9f8-e76188af680c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"8299edf5-1a3a-4e0a-adf5-c80a65bdabee","summary":"Estimated Base Salary âŹ95K â âŹ120K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":95000,"maxValue":120000}]}],"summaryComponents":[{"minValue":90000,"maxValue":120000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"92f723a8-6fb1-4314-a311-8fcf25ea286b","title":"Mid Market Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}}],"publishedAt":"2026-06-04T14:04:15.334+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/92f723a8-6fb1-4314-a311-8fcf25ea286b","applyUrl":"https://jobs.ashbyhq.com/ashby/92f723a8-6fb1-4314-a311-8fcf25ea286b/application","descriptionHtml":"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 last year, and weâre growing ARR >100% YoY
Have over 4,000 amazing customers including OpenAI, Ramp, Vanta, Notion and Shopify
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 the Pacific and Central time zones by managing the full sales cycle from pipeline generation through to closed-won. In this role, you'll primarily focus on new logo acquisition, while also covering a smaller number of existing business accounts for expansion and upsell. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement. Weâre a documentation first, async friendly team that values precision and autonomy. If youâre energized by seeking answers independently and collaborating through well structured resources, youâll feel right at home here.
To ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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 last year, and weâre growing ARR >100% YoY\n\n - Have over 4,000 amazing customers including OpenAI, Ramp, Vanta, Notion and Shopify\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\n\n\nABOUT THIS ROLE\n\nYou will help us win Mid-Market accounts in the Pacific and Central time zones by managing the full sales cycle from pipeline generation through to closed-won. In this role, you'll primarily focus on new logo acquisition, while also covering a smaller number of existing business accounts for expansion and upsell. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement. Weâre a documentation first, async friendly team that values precision and autonomy. If youâre energized by seeking answers independently and collaborating through well structured resources, youâll feel right at home here.\n\nTo ensure a smooth review process, please apply to only one territory (East or West) that best aligns with your background and time preferences.\n\n\n\n\nROLE REQUIREMENTS:\n\n⢠You have 5+ years of full-cycle closing experience and have closed many >$50,000 ACV opportunities\n\n⢠You have experience selling complex platform technologies in a sales-led GTM motion\n\n⢠You are a new business hunter and are confident in your abilities to self-source >30% of your own pipeline\n\n\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\n\n\nBONUS:\n\n - đ¤ You have sold to Talent or HR personas\n\n - âď¸ Prior BDR experience\n\n\n\n\nREASONS NOT TO APPLY:\n\n - You aren't excited about a new business focused role that includes pipeline generation work\n\n - You are uncomfortable delivering your own product demos, preferring to defer to an SE\n \n \n\n\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\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$170,000 â $280,313 ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$170,000 - $280,313","compensationTiers":[{"id":"56b824d3-4e11-4631-bb76-d8a2be90e511","tierSummary":"USD OTE $170,000 â $235,000 ⢠Offers Equity","title":"USA","additionalInformation":null,"components":[{"id":"9194149c-d1bf-4904-9d54-3268feb13e0b","summary":"USD OTE $170,000 â $235,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":170000,"maxValue":235000},{"id":"54cd9956-7aa1-417f-a9ba-2a2601f7850e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"a6f905e4-802b-4026-be7c-bae9421142fc","tierSummary":"CAD OTE CA$185,000 â CA$260,000 ⢠Offers Equity","title":"Canada","additionalInformation":null,"components":[{"id":"7c03dfc6-829e-49a8-aefd-8da9fbeb4149","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2815a199-fc72-4cf6-ac02-36a811c41380","summary":"CAD OTE CA$185,000 â CA$260,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":185000,"maxValue":260000}]},{"id":"5c964a99-5071-486f-bd79-7c2f19a556fa","tierSummary":"USD OTE $207,000 â $280,313 ⢠Offers Equity","title":"SF & NYC","additionalInformation":null,"components":[{"id":"3bfbbf16-3c42-4946-a015-0e654d2f264d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1ae41f88-f137-49b3-b528-4670dfb7970e","summary":"USD OTE $207,000 â $280,313","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":207000,"maxValue":280313}]}],"summaryComponents":[{"minValue":170000,"maxValue":280313,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"36df1986-8af2-4cc4-a96a-4f307d493ac0","title":"Enterprise Account Executive - Americas (East)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Ann Arbor","address":{"postalAddress":{"addressRegion":"Michigan","addressCountry":"USA","addressLocality":"Ann Arbor"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}},{"location":"Raleigh","address":{"postalAddress":{"addressRegion":"North Carolina","addressCountry":"USA","addressLocality":"Raleigh"}}}],"publishedAt":"2026-03-06T19:44:07.066+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/36df1986-8af2-4cc4-a96a-4f307d493ac0","applyUrl":"https://jobs.ashbyhq.com/ashby/36df1986-8af2-4cc4-a96a-4f307d493ac0/application","descriptionHtml":"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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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\n\n\nABOUT THIS ROLE\n\nYou will help us win Enterprise accounts in Eastern and Central time zones by managing the full sales cycle from pipeline generation through to won. You can expect to own a curated list of excellent fit, high propensity accounts as well as a geographic territory with significant market opportunity.\n\nIn this role, you'll primarily focus on new logo acquisition via a healthy mix of inbound and outbound, while also covering a small number of customer accounts for expansion and upsell. Our emphasis is on your ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nROLE REQUIREMENTS:\n\n - You have a multi-year track record of exceeding $1M+ quotas, selling complex SaaS technologies to large organizations\n\n - You have closed many $100K+ ARR sales which require consensus building and executive engagement.\n\n - You have a demonstrated ability to win highly competitive opportunities by identifying pain and business impacts and connecting those to strategic initiatives of the leadership team\n\n - You are a hunter at heart and are comfortable self-sourcing a majority of your own pipeline\n\n - You have a growth mindset and are excited to tackle the challenges of a high growth startup\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You eschew business jargon.\n\n - 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\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\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\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we assess if you are the right fit for Ashby and we will provide ample information for you to determine if Ashby is the right place for you. The process for this role is as follows:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"18b6ed6a-a692-4a7e-9318-85d2bfa8f0af","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"9cf0ae7d-c282-49cc-9cf4-98804fb01bde","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"dd623a7c-08b7-4c47-aa94-4c61d6e69172","summary":"OTE $270K â $315K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":270000,"maxValue":315000}]},{"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":"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":315000}]}},{"id":"9fba6b38-f324-49b1-ae3d-40894ad12bb1","title":"Enterprise Account Executive - Americas (West)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}}],"publishedAt":"2026-03-06T19:44:45.557+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/9fba6b38-f324-49b1-ae3d-40894ad12bb1","applyUrl":"https://jobs.ashbyhq.com/ashby/9fba6b38-f324-49b1-ae3d-40894ad12bb1/application","descriptionHtml":"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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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\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\n\n\nROLE REQUIREMENTS:\n\n - You have a multi-year track record of exceeding $1M+ quotas, selling complex SaaS technologies to large organizations\n\n - You have closed many $100K+ ARR sales which require consensus building and executive engagement.\n\n - You have a demonstrated ability to win highly competitive opportunities by identifying pain and business impacts and connecting those to strategic initiatives of the leadership team\n\n - You are a hunter at heart and are comfortable self-sourcing a majority of your own pipeline\n\n - You have a growth mindset and are excited to tackle the challenges of a high growth startup\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms. You eschew business jargon.\n\n - 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\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\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\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we assess if you are the right fit for Ashby and we will provide ample information for you to determine if Ashby is the right place for you. The process for this role is as follows:\n\n - Intro Call (30 min) - You'll meet with a Recruiter to discuss your fit for the role and address questions about our market and solution.\n\n - Written Exercise - You'll complete a short take home assignment to showcase your outbound muscle.\n\n - Experience Deep Dive (60 min) - You'll walk the Hiring Manager through your career journey in some detail to highlight your experience, achievements, and points of learning to understand how you've developed into the professional you are today.\n\n - Challenge Interview (90 min) - This will be made up of two parts:\n \n - Discovery and Demo Role Play (60 min)\n \n - Deal Strategy Discussion (30 min)\n\n\n\n\nBENEFITS\n\n - 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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","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":"59d99f07-2671-4f86-bea1-677ab8ecc43a","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","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":"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":"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},{"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}]}],"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":315000}]}},{"id":"322bb6ad-c227-48e3-bf5d-f35992a16a42","title":"Customer Success Enablement Manager","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-08T23:12:31.149+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/322bb6ad-c227-48e3-bf5d-f35992a16a42","applyUrl":"https://jobs.ashbyhq.com/ashby/322bb6ad-c227-48e3-bf5d-f35992a16a42/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
As the Customer Success Enablement Manager, you will be a critical partner to our Customer Success organization, ensuring CSMs, Implementation Specialists, Contract Management and Professional Services teams have the skills, knowledge, and resources to deliver exceptional customer outcomes. Reporting to the Head of Revenue Enablement, you will refine and execute programs that accelerate CSM and Professional Service onboarding, reinforce customer engagement excellence, and ensure CS leaders and their teams are consistently equipped to drive retention and growth.
This is a hands-on role with high visibility, where youâll collaborate closely with CS Leadership, Professional Services, Implementation, and cross-functional partners like Product Marketing and Revenue Operations. Your success will be measured by the effectiveness of the CS organizationâknowledgeable, well prepared CSMs, stronger renewal and expansion execution, and consistent adoption of strategic playbooks (such as our Customer Outcomes Framework) that underpin Ashbyâs growth.
Customer Success will be a nearly 100 person customer-facing team next year, and your work will directly impact our trajectory to $100M ARR and beyond.
đ¤ Business Partnership: You partner closely with CS Leaders across segments to deeply understand their priorities. You ask tough questions, surface gaps, and design enablement programs that align to business outcomes like NRR, expansion, and customer satisfaction. You build trust across Product Marketing and RevOps to deliver cohesive GTM programs.
âď¸ Program Development: You create and curate learning paths, playbooks, and frameworks tailored to CSM needs (e.g., value discovery, partnership reviews, renewal conversations). You translate insights from calls, customer data, and frontline feedback into practical, repeatable programs that drive consistent execution.
đ§âđŤ New Hire Onboarding: Near-term, you own onboarding for our Customer Success Managers , Implementation Specialists, and our Professional Services team, building on our role- and segment-specific tracks to accelerate time-to-value. Over time, we anticipate our onboarding tracks willto better support our Contract Management and Supporfunctiont as well. Through program development,you simplify and prioritize what new hires need to know, ensuring theyâre ready to lead customer conversations with confidence.
đť Systems & Tools: You manage enablement systems (LMS, content hubs, call libraries) to make resources easy to access and apply in the field. You bring perspective on how AI-enabled tools can reinforce learning and support real-time customer interactions.
đ Scaling Impact: You thrive in dynamic, high-growth SaaS environments. Youâve supported CS organizations at scale and know how to reinforce skills and behaviors over time (certifications, peer learning, scenario practice) to ensure programs stick.
đ Impact Measurement: You partner with CS Ops to measure program effectiveness. You go beyond activity tracking to link enablement to business outcomes like faster ramp, improved NRR, and higher expansion rates. You iterate programs based on both data and observation.
đˇ Program Execution: You are organized, detail-oriented, and comfortable managing multiple initiatives concurrently. You balance strategic program design with rolling up your sleeves to facilitate sessions, deliver training, and embed new practices in the field.
To set expectations clearly:
Technical Enablement / Ashby Product: While you will partner with Product, SE, and CS leadership to ensure teams have the product knowledge they need, you will not own deep technical enablement.
Competitive Intelligence: Youâll collaborate with PMM and Sales Enablement on competitive readiness, but you are not expected to be the subject matter expert in this area.
Youâre passionate about enabling Customer Success Teams to deliver business outcomes via their expertise
You love building scalable programs that directly impact retention and expansion outcomes
You thrive in cross-functional work and enjoy building trust with leaders and customer-facing teams
Youâre known for operational excellence, clarity, and execution
Youâre energized by both designing programs and reinforcing them with Customer Success Teams
You prefer focusing only on training content without engaging in reinforcement or measurement
Youâre uncomfortable facilitating live sessions or role plays with CSMs and leaders
You need a large team or mature infrastructure to be effectiveâthis is a lean, hands-on role
You dislike documenting and systematizingâAshby is an async-first culture that values clarity in writing
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 believe a highly differentiated product is a lot easier to sell, so we continually invest in product innovation and this has proven to be a sustainable source of competitive differentiation
We always aim to show up well prepared and with deep industry acumen. This caliber of customer experience is another way we differentiate.
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - 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, but equally move with precision and urgency
Competitive compensation, including 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 is recommended per year.
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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\nAs the Customer Success Enablement Manager, you will be a critical partner to our Customer Success organization, ensuring CSMs, Implementation Specialists, Contract Management and Professional Services teams have the skills, knowledge, and resources to deliver exceptional customer outcomes. Reporting to the Head of Revenue Enablement, you will refine and execute programs that accelerate CSM and Professional Service onboarding, reinforce customer engagement excellence, and ensure CS leaders and their teams are consistently equipped to drive retention and growth.\n\nThis is a hands-on role with high visibility, where youâll collaborate closely with CS Leadership, Professional Services, Implementation, and cross-functional partners like Product Marketing and Revenue Operations. Your success will be measured by the effectiveness of the CS organizationâknowledgeable, well prepared CSMs, stronger renewal and expansion execution, and consistent adoption of strategic playbooks (such as our Customer Outcomes Framework) that underpin Ashbyâs growth.\n\nCustomer Success will be a nearly 100 person customer-facing team next year, and your work will directly impact our trajectory to $100M ARR and beyond.\n\n\n\n\nROLE SCOPE & REQUIREMENTS:\n\n - đ¤ Business Partnership: You partner closely with CS Leaders across segments to deeply understand their priorities. You ask tough questions, surface gaps, and design enablement programs that align to business outcomes like NRR, expansion, and customer satisfaction. You build trust across Product Marketing and RevOps to deliver cohesive GTM programs.\n\n - âď¸ Program Development: You create and curate learning paths, playbooks, and frameworks tailored to CSM needs (e.g., value discovery, partnership reviews, renewal conversations). You translate insights from calls, customer data, and frontline feedback into practical, repeatable programs that drive consistent execution.\n\n - đ§âđŤ New Hire Onboarding: Near-term, you own onboarding for our Customer Success Managers , Implementation Specialists, and our Professional Services team, building on our role- and segment-specific tracks to accelerate time-to-value. Over time, we anticipate our onboarding tracks willto better support our Contract Management and Supporfunctiont as well. Through program development,you simplify and prioritize what new hires need to know, ensuring theyâre ready to lead customer conversations with confidence.\n\n - đť Systems & Tools: You manage enablement systems (LMS, content hubs, call libraries) to make resources easy to access and apply in the field. You bring perspective on how AI-enabled tools can reinforce learning and support real-time customer interactions.\n\n - đ Scaling Impact: You thrive in dynamic, high-growth SaaS environments. Youâve supported CS organizations at scale and know how to reinforce skills and behaviors over time (certifications, peer learning, scenario practice) to ensure programs stick.\n\n - đ Impact Measurement: You partner with CS Ops to measure program effectiveness. You go beyond activity tracking to link enablement to business outcomes like faster ramp, improved NRR, and higher expansion rates. You iterate programs based on both data and observation.\n\n - đˇ Program Execution: You are organized, detail-oriented, and comfortable managing multiple initiatives concurrently. You balance strategic program design with rolling up your sleeves to facilitate sessions, deliver training, and embed new practices in the field.\n\n\nOUT OF SCOPE:\n\nTo set expectations clearly:\n\n - Technical Enablement / Ashby Product: While you will partner with Product, SE, and CS leadership to ensure teams have the product knowledge they need, you will not own deep technical enablement.\n\n - Competitive Intelligence: Youâll collaborate with PMM and Sales Enablement on competitive readiness, but you are not expected to be the subject matter expert in this area.\n\n\nYOU MIGHT LOVE THIS ROLE IF:\n\n - Youâre passionate about enabling Customer Success Teams to deliver business outcomes via their expertise\n\n - You love building scalable programs that directly impact retention and expansion outcomes\n\n - You thrive in cross-functional work and enjoy building trust with leaders and customer-facing teams\n\n - Youâre known for operational excellence, clarity, and execution\n\n - Youâre energized by both designing programs and reinforcing them with Customer Success Teams\n\n\nTHIS ROLE MIGHT NOT BE FOR YOU IF:\n\n - You prefer focusing only on training content without engaging in reinforcement or measurement\n\n - Youâre uncomfortable facilitating live sessions or role plays with CSMs and leaders\n\n - You need a large team or mature infrastructure to be effectiveâthis is a lean, hands-on role\n\n - You dislike documenting and systematizingâAshby is an async-first culture that values clarity in writing\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 believe a highly differentiated product is a lot easier to sell, so we continually invest in product innovation and this has proven to be a sustainable source of competitive differentiation\n\n - We always aim to show up well prepared and with deep industry acumen. This caliber of customer experience is another way we differentiate.\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\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, but equally move with precision and urgency\n\n - Competitive compensation, including 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 is recommended per year.\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$160K â $190K ⢠Offers Equity ⢠Offers Bonus ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$160K - $190K","compensationTiers":[{"id":"311b01d7-bc2c-49f4-ab6f-d2372d508575","tierSummary":"On Target Earnings $160K â $190K ⢠Offers Equity ⢠Offers Bonus","title":"United States","additionalInformation":null,"components":[{"id":"4ae8abdf-c437-46d9-8c74-030aad3a49e0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b0c5f371-3aa5-4013-829e-5c7ccdc61199","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"49c7f005-56de-4aca-b215-5976f63dedc6","summary":"On Target Earnings $160K â $190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":160000,"maxValue":190000}]},{"id":"d2d0feba-aef4-42fa-aea0-2512c8649bdf","tierSummary":"On Target Earnings CA$176K â CA$209K ⢠Offers Equity ⢠Offers Bonus","title":"Canada","additionalInformation":null,"components":[{"id":"858beed6-569e-4ced-8298-853624e09a22","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"0fdc1ee6-6635-461d-9ec8-0343143dae8c","summary":"Offers Bonus","compensationType":"Bonus","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"61d60913-1ff7-4df5-9f86-0756989eb23c","summary":"On Target Earnings CA$176K â CA$209K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":176000,"maxValue":209000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Bonus","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":160000,"maxValue":190000}]}},{"id":"be52a88a-02c5-445f-a7c6-60c96b80f19c","title":"High Touch Implementation Specialist - Americas - PST","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-02T22:40:24.152+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/be52a88a-02c5-445f-a7c6-60c96b80f19c","applyUrl":"https://jobs.ashbyhq.com/ashby/be52a88a-02c5-445f-a7c6-60c96b80f19c/application","descriptionHtml":"Hi, Iâm Daryl and Iâm the Manager of High Touch Implementations at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering, âWhat is a better way to accomplish this?â. Thatâs why I am thrilled to be hiring a High Touch Implementation Specialist, specifically in the PST or MST timezone!
As a member of the High Touch Implementation team and part of our growing Professional Services team within Ashbyâs Customer Success organization, youâll have a unique opportunity to help shape this new implementation offering and uplevel the overall customer experience.
As an Implementation Specialist aligned to our High Touch segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for mid-market and smaller enterprise customers. Your book of business will include about 15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes.
Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.
Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but not required)
Customer Centricity: You deeply understand customer needs and tailor implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.
Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.
You could be a great fit if:
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
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 of about 15 implementations at a time
You are accustomed to defining ideas and strategies, yet not responsible for their execution.
You prefer working with a simple product (such as a point solution).
You prefer exclusively to build (rather than build, iterate, optimize).
Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We want to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles to get a sense of what we are looking for in folks on the team.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
45 min - Interview with Manager of High Touch Implementations
60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist
Final Round:
30 min - Cross-Functional Interview with Head of Professional Services
30 min - Product Complexity Interview with VP of Customer Success
30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"HIGH TOUCH IMPLEMENTATION SPECIALIST\n\nHi, Iâm Daryl and Iâm the Manager of High Touch Implementations at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering, âWhat is a better way to accomplish this?â. Thatâs why I am thrilled to be hiring a High Touch Implementation Specialist, specifically in the PST or MST timezone!\n\nAs a 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\n\n\nABOUT THIS ROLE:\n\nAs an Implementation Specialist aligned to our High Touch segment, you will be responsible for managing and executing the end-to-end implementation of Ashbyâs solution for mid-market and smaller enterprise customers. Your book of business will include about 15 active implementations at a time, each lasting 4-8 weeks. You will work directly with customers to develop and execute implementation plans that ensure a positive customer experience and expedited time to value. Your goal is to support our customers, helping them get up and running swiftly with Ashby so they can achieve their desired outcomes.\n\n\n\n\nROLE REQUIREMENTS:\n\n - Implementation & Project Management: You have extensive experience leading implementation and onboarding projects in high growth B2B SaaS environments, defining scope, aligning stakeholders, communicating project plans, and delivering results against agreed upon expectations. You keep teams on track to meet milestones, work effectively in a remote first setting, and are willing to travel <10% for customer engagements.\n\n - Technical Proficiency: You have experience with complex, multi-module SaaS systems, understand shared configuration and data models, and are comfortable with analytics, conditional logic, and relational data (Ashby knowledge is a plus but not required)\n\n - Customer Centricity: You deeply understand customer needs and tailor implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n \n \n\nYou could be a great fit if:\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - 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 \n \n\nYou might not be a great fit if:\n\n - You bring project management expertise, but rely on other resources to be technical or product subject matter experts during implementations.\n\n - You prefer managing shorter implementations of less than 30 days.\n\n - You typically manage only a few simultaneous implementations at a time - This segment moves with urgency and we balance a book of business of about 15 implementations at a time\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n \n \n\n\nOUR PHILOSOPHY\n\nHere are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.\n\n\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process. You can take a look at our Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles to get a sense of what we are looking for in folks on the team.\n\n\n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Manager of High Touch Implementations\n\n - 60 min- Mock Call with Strategic Implementation Specialist and High Touch Implementation Specialist\n\n - Final Round:\n \n - 30 min - Cross-Functional Interview with Head of Professional Services\n \n - 30 min - Product Complexity Interview with VP of Customer Success\n \n - 30 min - Customer Adoption & Enablement with Manager of High Touch Customer Success and a High Touch Customer Success Manager\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$120K â $159K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$120,000 - $159,000","compensationTiers":[{"id":"29699633-2605-4905-8ce0-4a8c9ebbbaad","tierSummary":"US Average $120,000 â $140,000 ⢠Offers Equity","title":"US Average","additionalInformation":null,"components":[{"id":"933ad460-452b-4699-9842-c1fa4c8e46f3","summary":"US Average $120,000 â $140,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":120000,"maxValue":140000},{"id":"8fa0f75d-ff68-47aa-ba3d-8debfed341e9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"44cda463-a762-4cc6-a07c-c8cf64928484","tierSummary":"San Francisco $140,000 â $159,000 ⢠Offers Equity","title":"San Francisco","additionalInformation":null,"components":[{"id":"18c945b8-bbe5-485d-8d55-a6ca68ff8ac7","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"8c37dd80-d1d0-4fd8-a120-dc17a5ac70c6","summary":"San Francisco $140,000 â $159,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":159000}]},{"id":"85c0d07a-1359-4d30-9840-be656788a062","tierSummary":"Canada CA$120,000 â CA$138,750 ⢠Offers Equity","title":"Canada","additionalInformation":null,"components":[{"id":"fadb4b0a-a29c-44df-b81d-8e1ecf197e99","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"a8b5225f-6ff2-451d-b370-8d7c633ad6e1","summary":"Canada CA$120,000 â CA$138,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":120000,"maxValue":138750}]}],"summaryComponents":[{"minValue":120000,"maxValue":159000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"2fc178fc-fa92-463a-b788-1c66e3f32a00","title":"Enterprise Solutions Architect - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-05-05T01:16:55.875+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/2fc178fc-fa92-463a-b788-1c66e3f32a00","applyUrl":"https://jobs.ashbyhq.com/ashby/2fc178fc-fa92-463a-b788-1c66e3f32a00/application","descriptionHtml":"Hi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Solutions Architect! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.
As an Enterprise Solutions Architect (SA), you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.
You will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.
This is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.
Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby
Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities
Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer
Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities
Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing
Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team
Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches
Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.
Refine how and when services are introduced and scoped within the sales cycle
Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services
5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting
Strong ability to diagnose business processes and translate them into scalable technical solutions
Experience with complex, multi-stakeholder deals with meaningful implementation components
Comfort navigating collaboration with both pre-sales and post-sales teams
Excellent communication skills, with the ability to influence executives and align cross-functional teams
Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility
Increasing win rates, especially in the Enterprise
Clear alignment between scope, expectations, and customer outcomes
Reduced implementation friction and faster time-to-value
Improved customer confidence and sentiment at kickoff and early lifecycle
Stronger partnership between Sales, Professional Services, and Customer Success
Increased retention and expansion driven by successful customer outcomes
As we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
45 min - Interview with Head of Professional Services (Hiring Manager)
45 min - Change Management Challenge
Final Round Part 1:
30 min - Interview with VP of Customer Success
30 min - Interview with our Global Head of Solutions Engineering
Final Round Part 2:
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ENTERPRISE SOLUTIONS ARCHITECT - AMERICAS\n\nHi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Solutions Architect! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.\n\n\n\n\nABOUT THE ROLE\n\nAs an Enterprise Solutions Architect (SA), you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.\n\nYou will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.\n\nThis is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.\n\n\n\n\nWHAT YOUâLL DO\n\n\nDESIGN AND CLOSE SUCCESSFUL PROFESSIONAL SERVICES OPPORTUNITIES (PRE-SALES)\n\n - Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby\n\n - Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities\n\n - Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer\n\n - Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities\n\n - Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing\n\n\nCREATE CONTINUITY INTO DELIVERY (POST-SALES / EARLY LIFECYCLE)\n\n - Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team\n\n - Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches\n\n\nIMPROVE PROFESSIONAL SERVICES GTM MOTIONS\n\n - Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.\n\n - Refine how and when services are introduced and scoped within the sales cycle\n\n - Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services\n\n\nWHAT WEâRE LOOKING FOR\n\n - 5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting\n\n - Strong ability to diagnose business processes and translate them into scalable technical solutions\n\n - Experience with complex, multi-stakeholder deals with meaningful implementation components\n\n - Comfort navigating collaboration with both pre-sales and post-sales teams\n\n - Excellent communication skills, with the ability to influence executives and align cross-functional teams\n\n - Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility\n\n\nWHAT SUCCESS LOOKS LIKE\n\n - Increasing win rates, especially in the Enterprise\n\n - Clear alignment between scope, expectations, and customer outcomes\n\n - Reduced implementation friction and faster time-to-value\n\n - Improved customer confidence and sentiment at kickoff and early lifecycle\n\n - Stronger partnership between Sales, Professional Services, and Customer Success\n\n - Increased retention and expansion driven by successful customer outcomes\n\n\nWHY THIS ROLE MATTERS\n\nAs we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.\n\n\n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Head of Professional Services (Hiring Manager)\n\n - 45 min - Change Management Challenge\n\n - Final Round Part 1:\n \n - 30 min - Interview with VP of Customer Success\n \n - 30 min - Interview with our Global Head of Solutions Engineering\n\n - Final Round Part 2:\n \n - 30 min - Interview with CEO\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$155K â $220K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$155K - $220K","compensationTiers":[{"id":"11f05823-bb41-4e64-93db-dee72c5d2702","tierSummary":"OTE $155K â $220K ⢠Offers Equity ⢠Offers Commission","title":null,"additionalInformation":null,"components":[{"id":"a637a152-b718-4115-9736-6a369f928b62","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"f350de82-6410-4abd-9cce-2caf21f627c0","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"4a0026c4-58ce-418a-9e70-f81c18cac977","summary":"OTE $155K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":155000,"maxValue":220000}]}],"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":155000,"maxValue":220000}]}},{"id":"188cc71b-a625-4022-94dc-7c43fa1a8b06","title":"Design Engineer, EU","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"Portugal","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Spain","address":{"postalAddress":{"addressRegion":"Spain","addressCountry":"Spain","addressLocality":"Spain"}}},{"location":"Italy","address":{"postalAddress":{"addressRegion":"","addressCountry":"Italy","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Croatia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Croatia","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"Ireland","addressCountry":"Ireland","addressLocality":"Ireland"}}},{"location":"Stockholm","address":{"postalAddress":{"addressRegion":"Stockholm","addressCountry":"Sweden","addressLocality":"Stockholm"}}},{"location":"Romania","address":{"postalAddress":{"addressRegion":"","addressCountry":"Romania","addressLocality":""}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Sweden","address":{"postalAddress":{"addressRegion":"","addressCountry":"Sweden","addressLocality":""}}},{"location":"Estonia","address":{"postalAddress":{"addressRegion":"","addressCountry":"Estonia","addressLocality":""}}}],"publishedAt":"2026-06-12T20:19:00.233+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressCountry":"Portugal"}},"jobUrl":"https://jobs.ashbyhq.com/ashby/188cc71b-a625-4022-94dc-7c43fa1a8b06","applyUrl":"https://jobs.ashbyhq.com/ashby/188cc71b-a625-4022-94dc-7c43fa1a8b06/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ58K â âŹ133K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ58K - âŹ133K","compensationTiers":[{"id":"7758abae-1364-408f-9280-d83aae143e8f","tierSummary":"âŹ108K â âŹ133K ⢠Offers Equity","title":"L3 (Senior) - EU Tier 1","additionalInformation":null,"components":[{"id":"481964d7-0fd7-4381-9219-9055827d9551","summary":"âŹ108K â âŹ133K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":108000,"maxValue":133000},{"id":"101a8d37-3c49-4b4d-bea1-9ea68b5ff58f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"1aee3d77-a3f0-47f2-b87b-ab24153d4236","tierSummary":"âŹ98K â âŹ122K ⢠Offers Equity","title":"L3 (Senior) - EU Tier 2","additionalInformation":null,"components":[{"id":"7e6eac83-1c34-4db3-8b52-959bc1f22d15","summary":"âŹ98K â âŹ122K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":98000,"maxValue":122000},{"id":"74d14b7e-94fd-4844-b971-3575dd4c019a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"9080c474-fd8a-4b9b-b2c5-172b83979a66","tierSummary":"âŹ75K â âŹ93K ⢠Offers Equity","title":"L2 (Mid): EU Tier 1","additionalInformation":null,"components":[{"id":"4f240ac9-463a-45ce-b1bd-33d39237dbf0","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"b70ab990-7819-42d6-929f-400eca45e71e","summary":"âŹ75K â âŹ93K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":75000,"maxValue":93000}]},{"id":"f6f005ba-47ec-4c3a-bae7-291c2a44f1c6","tierSummary":"âŹ58K â âŹ93K ⢠Offers Equity","title":"L2 (Mid): EU Tier 2","additionalInformation":null,"components":[{"id":"77e5a437-92f1-4d88-a0a5-1bfa75abd581","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e8eea3c6-5425-4f97-8d45-06403c4536de","summary":"âŹ58K â âŹ93K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":58000,"maxValue":93000}]}],"summaryComponents":[{"minValue":58000,"maxValue":133000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"3dfc4bf1-7ccc-4ca6-a07c-91016a5ebc2e","title":"Integrations Consultant - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}}],"publishedAt":"2026-05-14T14:21:52.463+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/3dfc4bf1-7ccc-4ca6-a07c-91016a5ebc2e","applyUrl":"https://jobs.ashbyhq.com/ashby/3dfc4bf1-7ccc-4ca6-a07c-91016a5ebc2e/application","descriptionHtml":"Hi! I'm John, Ashby's Head of Professional Services. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our next Integrations Consultant! As the third member of our Integrations Consulting team (within Ashbyâs Customer Success organization) and first in the EMEA region, youâll have the opportunity to lead customer-facing engagements, focusing on complex technical projects for some of our most strategic customers.
As our next Integrations Consultant, youâll be responsible for defining, advising on, and managing the technical requirements for enterprise customers integrating their Ashby ATS instance with our custom-built Workday API. As additional enterprise HCM integrations ship, you may also act as the technical subject matter expert for implementing customers. No matter the integration point, you will work with customers with varying levels of integration sophistication advising on integration best practices, technical configurations, and working with a customerâs internal expert on how to best achieve their goals. You will use your existing knowledge of both integrations and the products we will be integrating with to consult with our customers, helping them get up and running swiftly with Ashby, so they can ultimately achieve their desired business outcomes. You will partner with Product/Engineering, Implementation Specialists, CSMs, Sales Engineers, and other cross functional partners to achieve this.
Role requirements:
Workday Human Capital Management (HCM) Integration Experience: You have extensive experience managing and executing integrations with Workday Core HCM (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed upon expectations). You keep the team on track to ensure milestones are met. Bonus points if you have a Workday HCM certification, or experience with Workday Recruiting or other enterprise-grade HCM solutions like UKG, ADP, Oracle, and SAP SuccessFactors. Even better if youâve also managed integrations with tools listed under Integrations on our Ashby Knowledge Base. Workday Studio expertise is not required.
Customer Centricity: You are adept at understanding customer needs and tailoring implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.
Consultative: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Innovative & Principled: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this doneâ but instead think critically to solve problems.
Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.
You could be a great fit if:
âď¸Technical expertise: You have proven experience in technical solution design and troubleshooting, specifically related to Workday integrations.
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
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¤šYou are adept at managing multiple simultaneous, multithreaded projects and have experience prioritizing based on customer and business needs.
đ You are data-driven. You use metrics and analytics to inform decisions and measure success.
đ You are adaptable. You can navigate changes in a fast-paced, evolving environment, and would be happy to be the Workday SME in pre-sales conversations when needed.
đ§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 have limited experience leading Workday integrations.
You are looking for a traditional Workday Implementation Consultant role where you are helping teams set up their Workday instance. This role would leverage your Workday expertise, aligning customersâ Ashby configuration with their existing Workday instance. You may be working with 8-10 customers at a time.
You prefer an in-person role over remote.
You are less interested in customer-facing roles that require both technical and interpersonal skills.
You are accustomed to defining ideas and strategies, yet not responsible for their execution.
You prefer working with a simple product (such as a point solution).
You prefer exclusively to build (rather than build, iterate, optimize).
Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We want to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
30 min - Hiring Manager Screen with Head of Professional Services
Take Home Exercise
60 min - Interview with Integrations Consultant and Product Manager
Final Round:
30 min - Interview with VP of Customer Success
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! I'm John, Ashby's Head of Professional Services. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our next Integrations Consultant! As the third member of our Integrations Consulting team (within Ashbyâs Customer Success organization) and first in the EMEA region, youâll have the opportunity to lead customer-facing engagements, focusing on complex technical projects for some of our most strategic customers.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our next Integrations Consultant, youâll be responsible for defining, advising on, and managing the technical requirements for enterprise customers integrating their Ashby ATS instance with our custom-built Workday API. As additional enterprise HCM integrations ship, you may also act as the technical subject matter expert for implementing customers. No matter the integration point, you will work with customers with varying levels of integration sophistication advising on integration best practices, technical configurations, and working with a customerâs internal expert on how to best achieve their goals. You will use your existing knowledge of both integrations and the products we will be integrating with to consult with our customers, helping them get up and running swiftly with Ashby, so they can ultimately achieve their desired business outcomes. You will partner with Product/Engineering, Implementation Specialists, CSMs, Sales Engineers, and other cross functional partners to achieve this.\n\nRole requirements:\n\n - Workday Human Capital Management (HCM) Integration Experience: You have extensive experience managing and executing integrations with Workday Core HCM (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed upon expectations). You keep the team on track to ensure milestones are met. Bonus points if you have a Workday HCM certification, or experience with Workday Recruiting or other enterprise-grade HCM solutions like UKG, ADP, Oracle, and SAP SuccessFactors. Even better if youâve also managed integrations with tools listed under Integrations on our Ashby Knowledge Base https://docs.ashbyhq.com/. Workday Studio expertise is not required.\n\n - Customer Centricity: You are adept at understanding customer needs and tailoring implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.\n\n - Consultative: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Innovative & Principled: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this doneâ but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n\nYou could be a great fit if:\n\n - âď¸Technical expertise: You have proven experience in technical solution design and troubleshooting, specifically related to Workday integrations.\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - 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¤šYou are adept at managing multiple simultaneous, multithreaded projects and have experience prioritizing based on customer and business needs.\n\n - đ You are data-driven. You use metrics and analytics to inform decisions and measure success.\n\n - đ You are adaptable. You can navigate changes in a fast-paced, evolving environment, and would be happy to be the Workday SME in pre-sales conversations when needed.\n\n - đ§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 have limited experience leading Workday integrations.\n\n - You are looking for a traditional Workday Implementation Consultant role where you are helping teams set up their Workday instance. This role would leverage your Workday expertise, aligning customersâ Ashby configuration with their existing Workday instance. You may be working with 8-10 customers at a time.\n\n - You prefer an in-person role over remote.\n\n - You are less interested in customer-facing roles that require both technical and interpersonal skills.\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n\nOUR PHILOSOPHY\n\nHere are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.\n\nWe value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process.\n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 30 min - Hiring Manager Screen with Head of Professional Services\n\n - Take Home Exercise\n\n - 60 min - Interview with Integrations Consultant and Product Manager\n\n - Final Round:\n \n - 30 min - Interview with VP of Customer Success\n \n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"ÂŁ123,750 â ÂŁ165,750 ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ123,750 - ÂŁ165,750","compensationTiers":[{"id":"30bcb52a-95ba-4fbc-b35d-907719146e84","tierSummary":"ÂŁ140,250 â ÂŁ165,750 ⢠Offers Equity","title":"London, United Kingdom","additionalInformation":null,"components":[{"id":"97f68a29-8fee-4a57-9ac2-e4fd8644d57f","summary":"ÂŁ140,250 â ÂŁ165,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":140250,"maxValue":165750},{"id":"0f95dfd9-9e70-42bc-9dd8-0d46fb8984ed","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"be024049-7e12-42df-9ab9-02264f4ed317","tierSummary":"ÂŁ123,750 â ÂŁ146,250 ⢠Offers Equity","title":"Greater United Kingdom","additionalInformation":null,"components":[{"id":"8c81399e-9dce-4bec-8ba2-95c3f28523f5","summary":"ÂŁ123,750 â ÂŁ146,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":123750,"maxValue":146250},{"id":"868e5ee2-3261-4981-ab40-94de83c01f08","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"8fe9340e-d9ce-40c7-88c4-1c013badd464","tierSummary":"âŹ140,250 â âŹ165,750 ⢠Offers Equity","title":"Dublin, Denmark, Amsterdam","additionalInformation":null,"components":[{"id":"bcb67722-8630-4ad9-a6d3-2e4319969135","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e49cf4bc-aaa3-4bcc-a04a-5df1c282e485","summary":"âŹ140,250 â âŹ165,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":140250,"maxValue":165750}]},{"id":"df7e18df-95f4-4dfa-8c18-d803955a5252","tierSummary":"âŹ123,750 â âŹ146,250 ⢠Offers Equity","title":"Greater Ireland, Germany, Greater Netherlands, France","additionalInformation":null,"components":[{"id":"66678612-5a26-4a43-b583-3bb42f99c82d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2c52008b-3aa1-4f09-967b-355d4b669e0a","summary":"âŹ123,750 â âŹ146,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":123750,"maxValue":146250}]},{"id":"afbb5bc2-d33a-41ab-90ea-5e501650ebd0","tierSummary":"âŹ107,250 â âŹ126,750 ⢠Offers Equity","title":"Italy, Spain, Portugal, Romania, Lithuania, Bulgaria","additionalInformation":null,"components":[{"id":"bd2a6d67-b8d7-4293-83cb-5380d8b92b3f","summary":"âŹ107,250 â âŹ126,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":107250,"maxValue":126750},{"id":"8ff6ba77-8d04-451b-b8ae-2d0f3b486c9b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":123750,"maxValue":165750,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"e1eba70b-51ae-422c-ae5d-a36bc5d72441","title":"Solutions Engineer - DACH","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - European Union","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}}},{"location":"Cardiff","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cardiff"}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Denmark","address":{"postalAddress":{"addressRegion":"","addressCountry":"Denmark","addressLocality":""}}},{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Leeds","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Leeds"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"Madrid","address":{"postalAddress":{"addressRegion":"Madrid","addressCountry":"Spain","addressLocality":"Madrid"}}},{"location":"Czech Republic","address":{"postalAddress":{"addressRegion":"Czech Republic","addressCountry":"Czech Republic","addressLocality":"Prague"}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Barcelona","address":{"postalAddress":{"addressRegion":"Catalonia","addressCountry":"Spain","addressLocality":"Barcelona"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"France","address":{"postalAddress":{"addressRegion":"","addressCountry":"France","addressLocality":""}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}},{"location":"Hungary","address":{"postalAddress":{"addressRegion":"Hungary","addressCountry":"Hungary","addressLocality":"Budapest"}}},{"location":"Glasgow","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Glasgow"}}},{"location":"Edinburgh","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Edinburgh"}}}],"publishedAt":"2026-04-10T18:30:57.126+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/e1eba70b-51ae-422c-ae5d-a36bc5d72441","applyUrl":"https://jobs.ashbyhq.com/ashby/e1eba70b-51ae-422c-ae5d-a36bc5d72441/application","descriptionHtml":"As a Solutions Engineer at Ashby youâll be at the forefront of our sales efforts with DACH customers, partnering closely with German-fluent Account Executives to secure both the technical and commercial win. Your goal with each customer is to show how Ashby supports their unique needs, and highlight how our platform can transform the way they hire. To do this effectively, you'll develop deep expertise in our product, gain insights into our competitors, and have a deep understanding of the challenges Talent Acquisition teams face.
Youâll play a crucial role in DACH sales cycles, where you will deliver personalized product demonstrations, facilitate well-structured product trials, and coordinate comprehensive and insightful RFP responses. Success in this role means using your discovery skills, empathy for our customers, and product knowledge to clearly articulate the transformative impact Ashby can have on their business.
As an SE, you want to be selling a product that customers fall in love with. Thereâs nothing better than seeing a prospect's jaw literally drop in the middle of a demo, and it only happens when you have a solution that solves real pain for someone. At Ashby, it happens daily.
When prospects are eager to buyâsomething that happens often because our product truly stands outâyouâll know youâre hitting the mark!
đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German
đŞ You have experience as a Sales Engineer / Solutions Consultant supporting complex, multi-stakeholder SaaS sales cycles in a team-selling motion.
đ You have spent time with HR or Talent teams, and you have a high level of empathy for the work they do day to dayâtheir pain is our pain.
đ¤ You have developed deep product expertise across a suite of solutions. Youâre well regarded as a subject-matter expert by your peers today.
đ You love to learn, and can quickly connect the dots between new concepts, product capabilities, and business outcomes.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and listen for nuance in answers. You explain complex concepts in simple terms and can articulate the business impact of features.
đ You're a builder - you get energy from digging into problems and finding unique solutions, and you love working in a fast paced organization.
đ Youâre adept at creating and delivering tailored demos that span a broad range of product capabilities. You are comfortable adapting on the fly based on customer questions.
đ¤ You proactively engage AEs to distribute the work of progressing deals towards a commercial win.
âťď¸ You are a partner to the product org, translating customer feedback into requirements that have resulted in product enhancements
đ¤ Familiarity with recruiting workflows & data in Applicant Tracking Systems
đ Demo infrastructure or demo engineering experience
đ Value engineering / consulting experience, building bespoke and quantifiable business cases
đ° Help win new marquee accounts! Our buyers have nuanced and detailed requirements that youâll address in a systematic way to maintain deal momentum.
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.
Our team works on a wide range of deals - from hundreds to thousands of employees. Each customer has unique challenges, and it's important that you're excited by the complexity of the issues, not the size of the deal.
You are not comfortable combining both deep technical expertise and business acumen to build powerful justifications for purchase.
If a fast-paced and ever-evolving work setting makes you uncomfortable, the dynamic environment at Ashby could be more challenging than rewarding.
Should you see feedback more as a critique than a catalyst for growth, the collaborative and improvement-driven culture at Ashby may not suit your style.
Our interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Recruiter Interview: 30 minutes
Hiring Manager Interview: 60 minutes
Demo Role Play: 30 minutes
Solution Strategy Session: 30 minutes
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
Sell a product that our customers are truly excited about.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Weâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nAs a Solutions Engineer at Ashby youâll be at the forefront of our sales efforts with DACH customers, partnering closely with German-fluent Account Executives to secure both the technical and commercial win. Your goal with each customer is to show how Ashby supports their unique needs, and highlight how our platform can transform the way they hire. To do this effectively, you'll develop deep expertise in our product, gain insights into our competitors, and have a deep understanding of the challenges Talent Acquisition teams face.\n\nYouâll play a crucial role in DACH sales cycles, where you will deliver personalized product demonstrations, facilitate well-structured product trials, and coordinate comprehensive and insightful RFP responses. Success in this role means using your discovery skills, empathy for our customers, and product knowledge to clearly articulate the transformative impact Ashby can have on their business.\n\nAs an SE, you want to be selling a product that customers fall in love with. Thereâs nothing better than seeing a prospect's jaw literally drop in the middle of a demo, and it only happens when you have a solution that solves real pain for someone. At Ashby, it happens daily.\n\nWhen prospects are eager to buyâsomething that happens often because our product truly stands outâyouâll know youâre hitting the mark!\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đ You have sold to multiple regions within EMEA and have strong written and verbal fluency in both English and German\n\n - đŞ You have experience as a Sales Engineer / Solutions Consultant supporting complex, multi-stakeholder SaaS sales cycles in a team-selling motion.\n\n - đ You have spent time with HR or Talent teams, and you have a high level of empathy for the work they do day to dayâtheir pain is our pain.\n\n - đ¤ You have developed deep product expertise across a suite of solutions. Youâre well regarded as a subject-matter expert by your peers today.\n\n - đ You love to learn, and can quickly connect the dots between new concepts, product capabilities, and business outcomes.\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and listen for nuance in answers. You explain complex concepts in simple terms and can articulate the business impact of features.\n\n - đ You're a builder - you get energy from digging into problems and finding unique solutions, and you love working in a fast paced organization.\n\n - đ Youâre adept at creating and delivering tailored demos that span a broad range of product capabilities. You are comfortable adapting on the fly based on customer questions.\n\n - đ¤ You proactively engage AEs to distribute the work of progressing deals towards a commercial win.\n\n - âťď¸ You are a partner to the product org, translating customer feedback into requirements that have resulted in product enhancements\n\n\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\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\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\n\n\nREASONS YOU SHOULDN'T APPLY:\n\n - If iteration and innovation makes you anxious, and you're more about sticking to the tried-and-true, this role may not be the right fit.\n\n - Our team works on a wide range of deals - from hundreds to thousands of employees. Each customer has unique challenges, and it's important that you're excited by the complexity of the issues, not the size of the deal.\n\n - You are not comfortable combining both deep technical expertise and business acumen to build powerful justifications for purchase.\n\n - If a fast-paced and ever-evolving work setting makes you uncomfortable, the dynamic environment at Ashby could be more challenging than rewarding.\n\n - Should you see feedback more as a critique than a catalyst for growth, the collaborative and improvement-driven culture at Ashby may not suit your style.\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Recruiter Interview: 30 minutes\n\n - Hiring Manager Interview: 60 minutes\n\n - Demo Role Play: 30 minutes\n\n - Solution Strategy Session: 30 minutes\n\n\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ130,000 â âŹ198,688 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ130,000 - âŹ198,688","compensationTiers":[{"id":"ad959fd3-fdc4-405c-8348-90ab1b37dff8","tierSummary":"Europe âŹ130,000 â âŹ198,688 ⢠Offers Equity","title":"Europe","additionalInformation":null,"components":[{"id":"ad4f7b40-f738-4194-b34c-ad8158c68084","summary":"Europe âŹ130,000 â âŹ198,688","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":130000,"maxValue":198688},{"id":"96d0ef41-34fb-4dbd-8218-d73dfe683864","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f80f83e7-7fe4-4035-a06b-f14f242d6cbf","tierSummary":"UK ÂŁ130,000 â ÂŁ198,688 ⢠Offers Equity ⢠Offers Commission","title":"UK","additionalInformation":null,"components":[{"id":"061b40b1-1563-44cb-bd6d-bcc8dab6cf7e","summary":"UK ÂŁ130,000 â ÂŁ198,688","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":130000,"maxValue":198688},{"id":"7a33125a-155a-4123-8646-0934067f2a1f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c1e5e69e-41f5-4f65-a9ae-4f4b88e7314b","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":130000,"maxValue":198688},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"57329312-56a3-42ff-b1e3-47f9491b6def","title":"Implementation Consultant - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Netherlands","address":{"postalAddress":{"addressRegion":"","addressCountry":"Netherlands","addressLocality":"Amsterdam"}}}],"publishedAt":"2026-04-15T18:30:17.043+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/57329312-56a3-42ff-b1e3-47f9491b6def","applyUrl":"https://jobs.ashbyhq.com/ashby/57329312-56a3-42ff-b1e3-47f9491b6def/application","descriptionHtml":"Hi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs especially true during implementation. We take pride in being responsive, collaborative partners who focus not just on delivery, but on thoughtful execution.
Iâm thrilled to be expanding our implementation motion by hiring an Implementation Consultant. As part of our growing EMEA Professional Services team within Ashbyâs Customer Success organization, youâll play a critical part in helping customers bridge the gap between potential and actual value.
As our Implementation Consultant you will own execution of the technical configuration for a defined set of new Ashby customers. During these implementations, you will partner closely with an Implementation Specialist to confirm customer requirements before leading the tailored configuration of native platform functionality. As initial configuration concludes, you will define and carry out a testing plan ahead of go-live. You will also document final configuration choices made to ensure visibility and allow for ongoing optimization post-launch.
As we scale, weâre investing in more specialized implementation roles to ensure customers get to value quickly. This role is ideal for someone earlier in their implementation or customer-facing career who is excited to learn, grow, and develop deep expertise in a complex product.
Youâll work with increasing independence over time with support from more senior Implementation Specialists and cross-functional partners. This role is designed as a pathway into the more senior Implementation Specialist role over time.
Role requirements:
Complex SaaS Implementation & Project Management: You have deep experience contributing to or owning implementation projects for complex SaaS products (actioning a defined project plan, communicating and aligning with stakeholders on progress, and ultimately delivering results in accordance with the agreed upon expectations). You feel comfortable independently owning your domain, as well as keeping customers accountable to theirs. You work effectively in a remote-first setting, with the ability to travel as needed (<5%) for strategic customer engagements.
Customer Centricity: You are adept at understanding enterprise customer needs and tailoring implementation configurations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication. You serve as the customerâs proactive guide and advocate related to technical configuration, balancing empathy and practicality throughout the implementation. Bonus points if you have prior familiarity with Talent Acquisition teams and processes.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies. You are technically curious and creative.
Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems. You anticipate how configuration decisions might impact customer goals, ask questions to validate options, and pair your recommendations with risk mitigation tactics.
Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.
Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.
Cross-functional Collaboration and Communication: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You proactively communicate progress and risks with internal and external stakeholders.
You could be a great fit if:
đYou strike the balance between collaborative teamwork with a strong ability to execute independently on a defined plan.
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.
đ§ You are a great listener. You read between the lines of what customers share in order to identify core concepts, which allows you to surface the right tailored recommendations. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
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 are eager to make an impact and grow. You understand the critical role you play in a customerâs success, and seize opportunities to expand your impact for customers and the team.
You might not be a great fit if:
You are uninterested in customer-facing work that blends technical, operational, and interpersonal skills.
You are uncomfortable learning a complex product and adapting as it evolves.
You prefer roles that are purely strategic without hands-on execution.
Here are a few key points that should give you a sense of what itâs like to work with us:
We invest heavily in building best-in-class products, believing that great products make customer success easier and more meaningful.
We value deep expertise and thoughtful problem-solving in every customer interaction.
We believe small, highly capable teams outperform large teams â and we hire, support, and compensate accordingly.
We value ownership, principled thinking, and clear communication, regardless of tenure or level.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
45 min - Interview with Manager of Strategic Implementations (Hiring Manager)
Take Home Exercise
30 min - Take Home Deep Dive Interview with 2 Strategic Implementation Specialists
Final Round:
30 min - Cross-functional collaboration with Head of Professional Services
30 min - Product Complexity with VP of Customer Success
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"IMPLEMENTATION CONSULTANT - EMEA\n\nHi! Iâm Morgan, the Manager of Strategic Implementations here at Ashby. Our customers are at the center of everything we do, and thatâs especially true during implementation. We take pride in being responsive, collaborative partners who focus not just on delivery, but on thoughtful execution.\n\nIâm thrilled to be expanding our implementation motion by hiring an Implementation Consultant. As part of our growing EMEA Professional Services team within Ashbyâs Customer Success organization, youâll play a critical part in helping customers bridge the gap between potential and actual value.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our Implementation Consultant you will own execution of the technical configuration for a defined set of new Ashby customers. During these implementations, you will partner closely with an Implementation Specialist to confirm customer requirements before leading the tailored configuration of native platform functionality. As initial configuration concludes, you will define and carry out a testing plan ahead of go-live. You will also document final configuration choices made to ensure visibility and allow for ongoing optimization post-launch.\n\nAs we scale, weâre investing in more specialized implementation roles to ensure customers get to value quickly. This role is ideal for someone earlier in their implementation or customer-facing career who is excited to learn, grow, and develop deep expertise in a complex product.\n\nYouâll work with increasing independence over time with support from more senior Implementation Specialists and cross-functional partners. This role is designed as a pathway into the more senior Implementation Specialist role over time.\n\n\n\nRole requirements:\n\n - Complex SaaS Implementation & Project Management: You have deep experience contributing to or owning implementation projects for complex SaaS products (actioning a defined project plan, communicating and aligning with stakeholders on progress, and ultimately delivering results in accordance with the agreed upon expectations). You feel comfortable independently owning your domain, as well as keeping customers accountable to theirs. You work effectively in a remote-first setting, with the ability to travel as needed (<5%) for strategic customer engagements.\n\n - Customer Centricity: You are adept at understanding enterprise customer needs and tailoring implementation configurations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication. You serve as the customerâs proactive guide and advocate related to technical configuration, balancing empathy and practicality throughout the implementation. Bonus points if you have prior familiarity with Talent Acquisition teams and processes.\n\n - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies. You are technically curious and creative.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely on âIâve seen this done,â but instead think critically to solve problems. You anticipate how configuration decisions might impact customer goals, ask questions to validate options, and pair your recommendations with risk mitigation tactics.\n\n - Best Practices & Recommendations: You take pride in advising customers on best practices specific to their usage of software to ensure optimal value.\n\n - Change Management: You are experienced in navigating change management processes and helping customers adapt to new systems and a refreshed approach.\n\n - Cross-functional Collaboration and Communication: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress. You proactively communicate progress and risks with internal and external stakeholders.\n\nYou could be a great fit if:\n\n - đYou strike the balance between collaborative teamwork with a strong ability to execute independently on a defined plan.\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes.\n\n - đ§ You are a great listener. You read between the lines of what customers share in order to identify core concepts, which allows you to surface the right tailored r http://recommendations.Youecommendations. 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 are eager to make an impact and grow. You understand the critical role you play in a customerâs success, and seize opportunities to expand your impact for customers and the team.\n\nYou might not be a great fit if:\n\n - You are uninterested in customer-facing work that blends technical, operational, and interpersonal skills.\n\n - You are uncomfortable learning a complex product and adapting as it evolves.\n\n - You prefer roles that are purely strategic without hands-on execution.\n \n \n\n\nOUR PHILOSOPHY:\n\nHere are a few key points that should give you a sense of what itâs like to work with us:\n\n - We invest heavily in building best-in-class products, believing that great products make customer success easier and more meaningful.\n\n - We value deep expertise and thoughtful problem-solving in every customer interaction.\n\n - We believe small, highly capable teams outperform large teams â and we hire, support, and compensate accordingly.\n\n - We value ownership, principled thinking, and clear communication, regardless of tenure or level.\n \n \n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Manager of Strategic Implementations (Hiring Manager)\n\n - Take Home Exercise\n\n - 30 min - Take Home Deep Dive Interview with 2 Strategic Implementation Specialists\n\n - Final Round:\n \n - 30 min - Cross-functional collaboration with Head of Professional Services\n \n - 30 min - Product Complexity with VP of Customer Success\n \n - 10 min - Closing Questions with Hiring Manager\n \n \n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ70K â âŹ90K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ70K - âŹ90K","compensationTiers":[{"id":"8490dad5-7239-4c1d-8c0d-38e7db9a0330","tierSummary":"Base Salary âŹ70K â âŹ90K ⢠Offers Equity","title":"EMEA","additionalInformation":null,"components":[{"id":"5cc94f9d-d74b-48df-a4aa-a05114268c43","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e57767f8-aa72-4cc7-8ab6-c17b5b68ec1e","summary":"Base Salary âŹ70K â âŹ90K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":70000,"maxValue":90000}]},{"id":"6352a214-4f77-4aa6-b8d5-6333b2f1b46a","tierSummary":"Base Salary ÂŁ70K â ÂŁ90K ⢠Offers Equity","title":"United Kingdom","additionalInformation":null,"components":[{"id":"a97c58f5-edd6-4711-9123-f634e9f943d1","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"293f47b6-9977-4e15-b339-e7be5cdc71cd","summary":"Base Salary ÂŁ70K â ÂŁ90K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":70000,"maxValue":90000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":70000,"maxValue":90000}]}},{"id":"35a01a05-8efd-4bc3-a4bf-0a31d902102d","title":"Manager of Dedicated Implementations - EMEA","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"United Kingdom","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}}},{"location":"Birmingham","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Birmingham"}}},{"location":"Bristol","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Bristol"}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}}],"publishedAt":"2026-06-12T13:20:16.563+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/35a01a05-8efd-4bc3-a4bf-0a31d902102d","applyUrl":"https://jobs.ashbyhq.com/ashby/35a01a05-8efd-4bc3-a4bf-0a31d902102d/application","descriptionHtml":"Hi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first EMEA Manager of Dedicated Implementations! As a leader on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to play a key role early in our customersâ journey, ultimately upleveling the overall customer experience.
As our first Manager of Dedicated Implementations in EMEA, you will play a key role in ensuring high-quality experiences for customers beginning their Ashby journey. You will lead an EMEA-based team of Implementation Specialists aligned to our Dedicated customer segments, including Strategic (enterprise) and High Touch (mid-market) customers. You will oversee the delivery of segment-aligned implementation experiences, and will partner cross-functionally to support scoping and planning for prospective customers.
Role requirements:
Implementation & Project Management: You have extensive experience managing and executing implementation and onboarding projects (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed upon expectations). You keep the team on track to ensure milestones are met. You work effectively in a remote-first setting, with the ability to travel <10% as needed for strategic customer engagements.
Team Leadership: You build and scale high-performing teams, empowering them to achieve outcomes that meet or exceed the high standards set by our team and company.
Customer Centricity: You are adept at understanding customer needs and tailoring implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.
Bias for Action: You move work forward, translating ambiguity into clear paths, driving toward outcomes, and ensuring follow-through.
Regional Focus: You leverage your understanding of the EMEA market to define and evolve how implementations are delivered, ensuring our approach optimizes for regional considerations and scales without compromising quality.
Fluency with Enterprise Motions: You are comfortable operating in complex enterprise environments with multiple stakeholders, competing priorities, and evolving requirements. You are experienced in navigating change management processes at scale and helping customers adapt to new systems and a refreshed approach.
Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.
Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely only on âIâve seen this done,â but instead think critically to solve problems.
Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.
What Success Looks Like:
EMEA customers achieve time-to-value quickly and predictably
Implementation quality is consistent across segments without feeling templated
Upmarket customers receive an enterprise-ready onboarding experience
Clear, effective transitions into Customer Success support strong adoption momentum
Scalable processes reduce manual effort while preserving quality
You could be a great fit if:
đ§âđŤ You love to coach. You see every teaching moment as an opportunity and are excited to help your team and our customers grow.
đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes. You approach all stakeholder conversations with confidence.
đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.
đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
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.
You might not be a great fit if:
You prefer being an individual contributor.
You prefer an in-person role over remote.
You are less interested in customer-facing roles that require both technical and interpersonal skills.
You are accustomed to defining ideas and strategies, yet not responsible for their execution.
You prefer working with a simple product (such as a point solution).
You prefer exclusively to build (rather than build, iterate, optimize).
Here are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.
We want to offer deep expertise whenever we interact with prospects and customers.
We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.
We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
45 min - Interview with Head of Professional Services (Hiring Manager)
45 min - Mock Customer Escalation Call
Final Round Part 1:
30 min - Interview with VP of Customer Success
30 min - Cross-functional Leadership interview
Final Round Part 2:
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"MANAGER OF DEDICATED IMPLEMENTATIONS - EMEA\n\nHi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first EMEA Manager of Dedicated Implementations! As a leader on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to play a key role early in our customersâ journey, ultimately upleveling the overall customer experience.\n\n\n\n\nABOUT THIS ROLE:\n\nAs our first Manager of Dedicated Implementations in EMEA, you will play a key role in ensuring high-quality experiences for customers beginning their Ashby journey. You will lead an EMEA-based team of Implementation Specialists aligned to our Dedicated customer segments, including Strategic (enterprise) and High Touch (mid-market) customers. You will oversee the delivery of segment-aligned implementation experiences, and will partner cross-functionally to support scoping and planning for prospective customers.\n\nRole requirements:\n\n - Implementation & Project Management: You have extensive experience managing and executing implementation and onboarding projects (defining the work, aligning with stakeholders, communicating the project plan, and ultimately delivering results in accordance with the agreed upon expectations). You keep the team on track to ensure milestones are met. You work effectively in a remote-first setting, with the ability to travel <10% as needed for strategic customer engagements.\n\n - Team Leadership: You build and scale high-performing teams, empowering them to achieve outcomes that meet or exceed the high standards set by our team and company.\n\n - Customer Centricity: You are adept at understanding customer needs and tailoring implementations to meet their specific requirements. You build strong customer relationships by maintaining high levels of engagement and communication; youâre the customerâs proactive guide and advocate throughout the implementation period.\n\n - Bias for Action: You move work forward, translating ambiguity into clear paths, driving toward outcomes, and ensuring follow-through.\n\n - Regional Focus: You leverage your understanding of the EMEA market to define and evolve how implementations are delivered, ensuring our approach optimizes for regional considerations and scales without compromising quality.\n\n - Fluency with Enterprise Motions: You are comfortable operating in complex enterprise environments with multiple stakeholders, competing priorities, and evolving requirements. You are experienced in navigating change management processes at scale and helping customers adapt to new systems and a refreshed approach.\n\n - Technical Proficiency: You have a solid understanding of a complex product (ideally Ashby) and its technical intricacies; you are technically curious and creative.\n\n - Critical Thinking & Solutions Orientation: You proactively address thematic customer opportunities and improve our processes accordingly. You donât rely only on âIâve seen this done,â but instead think critically to solve problems.\n\n - Cross-functional Collaboration: You effectively partner with cross-functional stakeholders across Customer Success, Sales, Product, Engineering, and Operations to align and define progress.\n\nWhat Success Looks Like:\n\n - EMEA customers achieve time-to-value quickly and predictably\n\n - Implementation quality is consistent across segments without feeling templated\n\n - Upmarket customers receive an enterprise-ready onboarding experience\n\n - Clear, effective transitions into Customer Success support strong adoption momentum\n\n - Scalable processes reduce manual effort while preserving quality\n\nYou could be a great fit if:\n\n - đ§âđŤ You love to coach. You see every teaching moment as an opportunity and are excited to help your team and our customers grow.\n\n - đŁ You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple themes. You approach all stakeholder conversations with confidence.\n\n - đ§ You are a great listener. You see your role as the voice of the customer to internal stakeholders so we can ensure that our offerings continue to evolve in accordance with customer needs.\n\n - đ You are a problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - 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\nYou might not be a great fit if:\n\n - You prefer being an individual contributor.\n\n - You prefer an in-person role over remote.\n\n - You are less interested in customer-facing roles that require both technical and interpersonal skills.\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You prefer working with a simple product (such as a point solution).\n\n - You prefer exclusively to build (rather than build, iterate, optimize).\n\n\nOUR PHILOSOPHY\n\nHere are a few key points (relevant to the go-to-market side) that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products since we believe a highly differentiated product is a lot easier to sell.\n\n - We want to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe that small teams with very talented people (and the right work environment) deliver much better performance than teams with large headcount. We hire and compensate accordingly.\n\n - We value a strong sense of ownership, principled thinking over experience, and thoughtful communication (we put a lot of effort into using the right communication channels) - weâll get into these and other values during the hiring process.\n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Head of Professional Services (Hiring Manager)\n\n - 45 min - Mock Customer Escalation Call\n\n - Final Round Part 1:\n \n - 30 min - Interview with VP of Customer Success\n \n - 30 min - Cross-functional Leadership interview\n\n - Final Round Part 2:\n \n - 30 min - Interview with CEO\n \n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\n\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ110K â âŹ165K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ110K - âŹ165K","compensationTiers":[{"id":"2b89055a-e83a-4174-afb8-2302f0c75c9f","tierSummary":"Estimated Base Salary âŹ123K â âŹ165K ⢠Offers Equity","title":"Remote - Denmark, Dublin, Amsterdam","additionalInformation":null,"components":[{"id":"c443cf8e-22dd-4437-a961-76eba33a15bb","summary":"Estimated Base Salary âŹ123K â âŹ165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":123000,"maxValue":165000},{"id":"9df4d72d-70a8-43a7-a0fb-3e2f1a36f4c3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"b6029035-5be5-4141-b992-786006ce251c","tierSummary":"Estimated Base Salary âŹ110K â âŹ146K ⢠Offers Equity","title":"Remote - Ireland, Germany, Netherlands, France","additionalInformation":null,"components":[{"id":"ee8e15b6-2a42-4c24-9d2c-57df1e3ed90a","summary":"Estimated Base Salary âŹ110K â âŹ146K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":110000,"maxValue":146000},{"id":"6219b95b-a410-4c00-aa0e-8a0232ea02fa","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f39f1154-8b7c-41da-b957-5edeafac315a","tierSummary":"Estimated Base Salary ÂŁ123K â ÂŁ165K ⢠Offers Equity","title":"Remote - London","additionalInformation":null,"components":[{"id":"4c7e3bb2-6894-428c-b475-f64ce6f6b489","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"e4533185-c78f-4d25-bfab-17bce0ec7e3d","summary":"Estimated Base Salary ÂŁ123K â ÂŁ165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":123000,"maxValue":165000}]},{"id":"70a99996-128b-40de-84d6-610ed8625724","tierSummary":"Estimated Base Salary ÂŁ110K â ÂŁ146K ⢠Offers Equity","title":"Remote - UK","additionalInformation":null,"components":[{"id":"9ffe64e2-d289-4324-878b-05323d3cfa3f","summary":"Estimated Base Salary ÂŁ110K â ÂŁ146K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":110000,"maxValue":146000},{"id":"90c61b52-a9fb-4ae9-8149-8c882cab7134","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":110000,"maxValue":165000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"cb45928e-c7c7-4163-84d0-a962755a3593","title":"Design Engineer, UK","department":"Engineering","team":"EMEA Engineering","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Manchester","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Manchester"}}},{"location":"Oxford","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Oxford"}}},{"location":"London","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"London"}}},{"location":"Cambridge","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":"Cambridge"}}}],"publishedAt":"2026-06-12T20:24:40.656+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/cb45928e-c7c7-4163-84d0-a962755a3593","applyUrl":"https://jobs.ashbyhq.com/ashby/cb45928e-c7c7-4163-84d0-a962755a3593/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n\n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n\n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"ÂŁ55K â ÂŁ137K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂŁ55K - ÂŁ137K","compensationTiers":[{"id":"9dd44814-f776-4938-a692-2d74fdc57d06","tierSummary":"ÂŁ112K â ÂŁ137K ⢠Offers Equity","title":"L3 (Senior): UK - London","additionalInformation":null,"components":[{"id":"88e8639f-c81a-4800-8445-e5c0905b1073","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"7c698ec2-1ec4-4441-90fe-56e1f6134a27","summary":"ÂŁ112K â ÂŁ137K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":112000,"maxValue":137000}]},{"id":"2eb83bd3-efbe-42f2-919d-7797afe88deb","tierSummary":"ÂŁ103K â ÂŁ126K ⢠Offers Equity","title":"L3 (Senior): UK - Other","additionalInformation":null,"components":[{"id":"c1b3040d-0676-4df1-b388-e9b35e96b392","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"8a2e18ec-8d1a-47e0-b5b6-991e142ce474","summary":"ÂŁ103K â ÂŁ126K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":103000,"maxValue":126000}]},{"id":"68c2a571-34fc-4624-ad8c-b98712998a24","tierSummary":"ÂŁ70K â ÂŁ85K ⢠Offers Equity","title":"L2 (Mid): UK - London","additionalInformation":null,"components":[{"id":"7a4176b3-e5e7-4193-ac17-c71cea0347dc","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"baf36556-d50f-4517-a7e4-82ea70a5ac23","summary":"ÂŁ70K â ÂŁ85K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":70000,"maxValue":85000}]},{"id":"bf453234-ac64-4d9e-a65b-e1f338dc3817","tierSummary":"ÂŁ55K â ÂŁ67K ⢠Offers Equity","title":"L2 (Mid): UK - Other","additionalInformation":null,"components":[{"id":"1233af97-02b8-4880-bdd7-570f1e5671b5","summary":"ÂŁ55K â ÂŁ67K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":55000,"maxValue":67000},{"id":"36914b61-f187-4d16-850d-ce7ef93fa1cd","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":55000,"maxValue":137000,"currencyCode":"GBP","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"b888946c-e888-4f00-82c1-f49ce51da069","title":"Talent Sourcer - Sales","department":"People & Talent","team":"Recruiting","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-24T02:29:53.295+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/b888946c-e888-4f00-82c1-f49ce51da069","applyUrl":"https://jobs.ashbyhq.com/ashby/b888946c-e888-4f00-82c1-f49ce51da069/application","descriptionHtml":"Hi đđź I'm Steph, one of the Recruiting Managers at Ashby, and Iâm excited that weâre growing our GTM Recruiting team! I'm an Ashby customer turned employee as of late 2024. At the time I was so excited to work with and learn from Jim, our VP of People and Talent, and see how this small but mighty company got things done, close to 2 years later I'm even more excited. I joined when the Talent team was just 5 people, and today we are a team of 17 spanning EMEA and North America with dedicated recruiting teams in Engineering, Sales & GTM. This hire will join us to support sourcing for our Sales teams. Joining the Talent team at Ashby is unique - we are the end user of our product and get to work with designers, engineers, marketing and other cross functional teams to share our expertise and feedback. One example of that? Lizâs episode on our #offeraccepted podcast talking about strategic sourcing work.
Interest in our product is driving amazing growth and, as a People Team, we need to expand our capacity to hire. Not only will you get to help build the people side of our business but youâll also get to become an expert user of our product and a thought leader on how to use it. Youâll get to make a lasting contribution to the whole recruiting community as we drive improvements across the talent tech space. Check out our Recruiting blog and Hiring Excellence Framework as an example of our content creation for the talent community.
Joining us means being part of a talented team, tackling the challenges of our stage, and contributing to our team and product growth. We value humility, continuous improvement and a dedication to excellence (more here). If you are passionate about bringing your unique strengths to the team and building a culture of success, we would love to hear from you.
Instructions:
Take your time with your application, you do not need to be first to apply or in the first 100 to get this job. The closing date for applications is June 17th and we will NOT review any applications or speak to anyone until after that date/time. We will review EVERY application and speak to the shortlist we make based on the applications. There are no prizes for being first and no advantages to be gained by reaching out, being referred or knowing someone here, so please don't message anyone at Ashby, including anyone on the Talent team.
We review thousands of applications at Ashby, and I thought it might be helpful to share some tips on how certain resumes stand out for TA roles. These are just tips, not requirements, so please only use this if it's helpful to you.
Resumes that show deep full lifecycle sourcing for relevant (SaaS Sales) roles stand out. A sentence saying youâve sourced a variety of roles doesnât tell the reader you have experience with Sales leadership or Enterprise AE roles, for example.
Role descriptions on resumes that focus on delivery of hires will stand out. Projects and leadership are great, but I need to see the evidence of you doing the Sourcing work.
Resumes that can clearly show this experience in a growing B2B SaaS organization
The JD states \"Demonstrated experience in creating innovative sourcing strategies\" and the stand out applications will demonstrate this in their resume
Another note on the JD is around impact: â\"Data-driven mindset, able to optimize your workflows\" and data can show this impact. Ability to articulate how youâve conducted root cause analysis to identify and solve problems.
Answers to application questions. Each question has context provided or real meaning for us, beyond what we would see in your resume, and applications that get short listed will have answered these questions.
The Role
Ashby is seeking a Sales Sourcer with a proven track record of discovering and hiring amazing GTM talent. In this role, you will own the end-to-end development and execution of Sourcing strategies to find exceptional talent to fill critical Sales roles.
Success in this role over the next six months will involve finding, engaging and evaluating high quality candidates to meet our company's hiring needs for GTM positions across the business. It will also require building and collating phenomenal talent pools to create a strong infrastructure for future growth.
You will achieve this by:
Finding, engaging and evaluating top talent for Sales positions
Developing passive pipeline processes that focus on the very highest quality of hire as we scale
Discovering and quantifying new talent pools and sourcing channels
Engaging with departmental leaders and hiring managers to expertly qualify requirements and define searches
Focusing on quality and alignment at the optimal volume to meet goals
As you are probably ascertaining from the above â we are looking for a person that gains energy from both strategizing on creative ways to accelerate our hiring as well as getting their hands dirty finding and evaluating candidates.
To be qualified for this role, you must have the following:
Proven track record as an expert Go To Market Sourcer in a Product led company
Experience working on Sales roles from within a SaaS company is critical
Data-driven mindset, able to optimize your workflows, balancing diversity, quality and volume.
Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.
If you need someone else to do any of the following, then this role is probably not for you:
Boolean search and talent mapping activities
Requisition qualification with senior leaders
High volumes of outreach and screening calls
Prioritization of your workload
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.
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 talking through past projects and conducting a short but realistic assignment. Our interview process is 4 rounds:
30-minute introduction call to discuss Ashby and your past work with me (Steph) so expect a traditional recruiting screen.
A take-home assignment that will ask you to create a hiring strategy for a role as well as an example of a tailored outreach to a specific candidate we will provide you.
A deeper dive into your Sourcing experience with Jim that will follow on from your assignment submission
2 hours - (broken into 4x 30 mins) with Hiring Managers, Recruiters, and a Sourcing focused interview with Liz.
Your Recruiter
Your Recruiter will be me (Steph), I will be your main point of contact and prepare you for interviews.
A word from a future colleague!
Hello, Iâm Liz. As the first sourcer (and person!) to join the TA team under Jim, Iâve enjoyed not only seeing the Talent function gain its momentum and grow with Ashby, but also having real impact on that growth. One of my favorite things about being part of this team is the ability to operate with a reasonable amount of autonomy and define what âgreatâ looks like. Ashby as a product isnât recycling whatâs already been done, and with the right mix of expertise and principled thinking, the way we find and attract talent doesnât have to either.
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, have incredible product market fit, and are backed by great investors, including Y Combinator, Elad Gil and Lachy Groom.
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, over 4,000 customers, very low churn, and many years of runway.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđź I'm Steph https://www.linkedin.com/in/fishstephanie/, one of the Recruiting Managers at Ashby, and Iâm excited that weâre growing our GTM Recruiting team! I'm an Ashby customer turned employee as of late 2024. At the time I was so excited to work with and learn from Jim https://www.linkedin.com/in/jmmmmmmmmmmmmmmmmmmmm/, our VP of People and Talent, and see how this small but mighty company got things done, close to 2 years later I'm even more excited. I joined when the Talent team was just 5 people, and today we are a team of 17 spanning EMEA and North America with dedicated recruiting teams in Engineering, Sales & GTM. This hire will join us to support sourcing for our Sales teams. Joining the Talent team at Ashby is unique - we are the end user of our product and get to work with designers, engineers, marketing and other cross functional teams to share our expertise and feedback. One example of that? Lizâs episode https://www.ashbyhq.com/podcast/episodes/talent-sourcing-research-function on our #offeraccepted podcast talking about strategic sourcing work.\n\nInterest in our product is driving amazing growth and, as a People Team, we need to expand our capacity to hire. Not only will you get to help build the people side of our business but youâll also get to become an expert user of our product and a thought leader on how to use it. Youâll get to make a lasting contribution to the whole recruiting community as we drive improvements across the talent tech space. Check out our Recruiting blog and Hiring Excellence Framework https://www.ashbyhq.com/blog/recruiting as an example of our content creation for the talent community.\n\nJoining us means being part of a talented team, tackling the challenges of our stage, and contributing to our team and product growth. We value humility, continuous improvement and a dedication to excellence (more here https://ashbyhq.com/blog/culture/ashbys-operating-principles). If you are passionate about bringing your unique strengths to the team and building a culture of success, we would love to hear from you.\n\nInstructions:\nTake your time with your application, you do not need to be first to apply or in the first 100 to get this job. The closing date for applications is June 17th and we will NOT review any applications or speak to anyone until after that date/time. We will review EVERY application and speak to the shortlist we make based on the applications. There are no prizes for being first and no advantages to be gained by reaching out, being referred or knowing someone here, so please don't message anyone at Ashby, including anyone on the Talent team.\n\n\nWe review thousands of applications at Ashby, and I thought it might be helpful to share some tips on how certain resumes stand out for TA roles. These are just tips, not requirements, so please only use this if it's helpful to you.\n\n - Resumes that show deep full lifecycle sourcing for relevant (SaaS Sales) roles stand out. A sentence saying youâve sourced a variety of roles doesnât tell the reader you have experience with Sales leadership or Enterprise AE roles, for example.\n\n - Role descriptions on resumes that focus on delivery of hires will stand out. Projects and leadership are great, but I need to see the evidence of you doing the Sourcing work.\n\n - Resumes that can clearly show this experience in a growing B2B SaaS organization\n\n - The JD states \"Demonstrated experience in creating innovative sourcing strategies\" and the stand out applications will demonstrate this in their resume\n\n - Another note on the JD is around impact: â\"Data-driven mindset, able to optimize your workflows\" and data can show this impact. Ability to articulate how youâve conducted root cause analysis to identify and solve problems.\n\n - Answers to application questions. Each question has context provided or real meaning for us, beyond what we would see in your resume, and applications that get short listed will have answered these questions.\n\nThe Role\n\nAshby is seeking a Sales Sourcer with a proven track record of discovering and hiring amazing GTM talent. In this role, you will own the end-to-end development and execution of Sourcing strategies to find exceptional talent to fill critical Sales roles.\n\n\nSuccess in this role over the next six months will involve finding, engaging and evaluating high quality candidates to meet our company's hiring needs for GTM positions across the business. It will also require building and collating phenomenal talent pools to create a strong infrastructure for future growth.\n\nYou will achieve this by:\n\n - Finding, engaging and evaluating top talent for Sales positions\n\n - Developing passive pipeline processes that focus on the very highest quality of hire as we scale\n\n - Discovering and quantifying new talent pools and sourcing channels\n\n - Engaging with departmental leaders and hiring managers to expertly qualify requirements and define searches\n\n - Focusing on quality and alignment at the optimal volume to meet goals\n\nAs you are probably ascertaining from the above â we are looking for a person that gains energy from both strategizing on creative ways to accelerate our hiring as well as getting their hands dirty finding and evaluating candidates.\n\nTo be qualified for this role, you must have the following:\n\n - Proven track record as an expert Go To Market Sourcer in a Product led company\n\n - Experience working on Sales roles from within a SaaS company is critical\n\n - Data-driven mindset, able to optimize your workflows, balancing diversity, quality and volume.\n\n - Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.\n\nIf you need someone else to do any of the following, then this role is probably not for you:\n\n - Boolean search and talent mapping activities\n\n - Requisition qualification with senior leaders\n\n - High volumes of outreach and screening calls\n\n - Prioritization of your workload\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\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via talking through past projects and conducting a short but realistic assignment. Our interview process is 4 rounds:\n\n 1. 30-minute introduction call to discuss Ashby and your past work with me (Steph) so expect a traditional recruiting screen.\n\n 2. A take-home assignment that will ask you to create a hiring strategy for a role as well as an example of a tailored outreach to a specific candidate we will provide you.\n\n 3. A deeper dive into your Sourcing experience with Jim https://www.linkedin.com/in/jmmmmmmmmmmmmmmmmmmmm/ that will follow on from your assignment submission\n\n 4. 2 hours - (broken into 4x 30 mins) with Hiring Managers, Recruiters, and a Sourcing focused interview with Liz https://www.linkedin.com/in/elizabethmariesmith/.\n\nYour Recruiter\nYour Recruiter will be me (Steph), I will be your main point of contact and prepare you for interviews.\n\nA word from a future colleague!\nHello, Iâm Liz https://www.linkedin.com/in/elizabethmariesmith/. As the first sourcer (and person!) to join the TA team under Jim, Iâve enjoyed not only seeing the Talent function gain its momentum and grow with Ashby, but also having real impact on that growth. One of my favorite things about being part of this team is the ability to operate with a reasonable amount of autonomy and define what âgreatâ looks like. Ashby as a product isnât recycling whatâs already been done, and with the right mix of expertise and principled thinking, the way we find and attract talent doesnât have to either.\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. We are well-funded, have incredible product market fit, and are backed by great investors, including Y Combinator, Elad Gil and Lachy Groom.\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, over 4,000 customers, very low churn, and many years of runway.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$110K â $130K ⢠Offers Equity","scrapeableCompensationSalarySummary":"$110K - $130K","compensationTiers":[{"id":"aca415f0-c9bb-4935-9582-c53e99a5b7b7","tierSummary":"$110K â $130K ⢠Offers Equity","title":null,"additionalInformation":null,"components":[{"id":"bfcf8e05-4028-468a-a9b1-5958d5701ce9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"ebb714b2-7413-4ed5-8fdc-0b9fb0d165d8","summary":"$110K â $130K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":130000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":130000}]}},{"id":"e5863f7c-2238-410f-9a72-d40c944d2511","title":"Value Consultant","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Boulder","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Boulder"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Atlanta","address":{"postalAddress":{"addressRegion":"Georgia","addressCountry":"USA","addressLocality":"Atlanta"}}},{"location":"Salt Lake City","address":{"postalAddress":{"addressRegion":"Utah","addressCountry":"USA","addressLocality":"Salt Lake City"}}},{"location":"Waterloo","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Waterloo"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"Montreal","address":{"postalAddress":{"addressRegion":"Quebec","addressCountry":"Canada","addressLocality":"Montreal"}}},{"location":"Calgary","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Calgary"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Edmonton","address":{"postalAddress":{"addressRegion":"Alberta","addressCountry":"Canada","addressLocality":"Edmonton"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-06-24T23:32:11.361+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/e5863f7c-2238-410f-9a72-d40c944d2511","applyUrl":"https://jobs.ashbyhq.com/ashby/e5863f7c-2238-410f-9a72-d40c944d2511/application","descriptionHtml":"As Ashby's first dedicated Value Consultant, you'll own how we sell value â full stop. You'll sit within the Solutions Engineering team and be the architect of our value selling motion: building and refining the frameworks, tooling, and impact assessments that help prospects understand exactly what Ashby can mean for their business. While SEs operate within that framework, you'll be the one defining it.
Your work will be split roughly 80/20 between pre-sales and post-sales. On the pre-sales side, you'll partner closely with SEs to support our most strategic opportunities in the Enterprise segment â sometimes working behind the scenes to craft a compelling business case, and sometimes stepping into the room yourself as the face of value consulting for executive-level conversations. On the post-sales side, you'll work with our Customer Success team to ensure we're delivering on the outcomes we promised and helping customers realize the value of their investment in Ashby. Your work will directly influence not just how we win deals, but how we retain and grow customers by making value visible and undeniable.
You'll be brought into deals at the consensus-building stage, where it matters most. That means you'll need to be sharp on discovery, credible with senior stakeholders, and able to translate complex buying dynamics into clear, customer-specific narratives about impact.
This is a rare opportunity to define something from the ground up at a company with exceptional product-market fit. We have the foundation â impact assessment tools, early frameworks, a team of SEs who are eager to lean on you â and we need someone to take it to the next level.
đĄ You have 5+ years of dedicated value consulting or value engineering experience in SaaS. You've done this before, and you know what good looks like. You can operate with significant autonomy and don't need a playbook handed to you.
đ You're a builder. You'll be the first person in this role, which means you'll be shaping the function as much as filling it. You get energy from creating structure where there isn't any.
đŻ You think in outcomes, not features. When you look at a customer's business, you see the levers that matter â and you can quantify and communicate them in a way that resonates with a CFO and a Head of Talent alike.
đ¤ You know how to enable others. You'll be the expert, but your impact scales through SEs and CSMs. You're as comfortable coaching a team as you are running a room yourself.
đŁ You're an exceptional communicator. You can read the room, ask precise questions, and simplify complex concepts without losing nuance. Executive conversations energize you rather than intimidate you.
đ You have genuine empathy for Talent Acquisition teams. You understand the pressures they face, the data they care about, and the outcomes that move the needle for them.
đ You're a strong cross-functional partner. You'll need to work seamlessly with SEs, CSMs, and occasionally the product org â translating customer feedback into insights that improve how we sell and what we build.
đ¤ Prior experience as a Solutions Engineer or management consultant â you know what the other side of the table looks like
đ Familiarity with HR tech or Applicant Tracking Systems â understanding recruiting workflows gives you a head start
đ Experience building or improving impact assessment tooling and processes from the ground up
đ A track record of tying value consulting work to measurable revenue or retention outcomes
đ° Own and evolve our impact assessment process â improve the tools, refine the methodology, and make sure every assessment we deliver is compelling, credible, and customer-specific
đ¨ Define Ashby's value selling motion â build the frameworks, templates, and messaging that SEs use when engaging on value across the entire sales funnel
đ§âđź Lead executive-level value conversations on our most strategic deals â bring the business case to life for the people who sign the check
âď¸ Enable the SE and CSM teams â run training, create resources, and act as the internal subject matter expert on value consulting so the whole team gets sharper over time
đ Partner with CS on value realization â make sure customers can connect the outcomes they expected to the results they're seeing after they go live; elevating from TA results to overarching business priorities
đŹ Test and refine messaging on larger deals â use strategic opportunities as a proving ground to sharpen how we talk about Ashby's impact
There are a lot of value consulting roles out there. Here's what makes this one different:
The product makes your job easier. When you're building a business case for Ashby, you're not stretching to find value â it's genuinely there. Customers see real, measurable improvements in how they hire. That makes every impact assessment feel honest rather than aspirational.
You'll define something, not just do it. Most value consulting roles put you inside a mature function with established playbooks. Here, you'll be the one writing the playbook. What you build will be felt across every deal we run.
You'll be working with a world-class team. The Ashby team is sharp, collaborative, and invested in getting better. They want a strong value partner â someone who can help them have more impactful conversations and win more strategic deals.
The market is genuinely underserved. Talent Acquisition software has lagged behind the needs of modern hiring teams for years. Ashby is changing that, and every impact assessment you deliver is a chance to show a prospect what's actually possible.
Your work will be foundational to how Ashby grows. As we continue to move upmarket, value selling becomes increasingly central to how we win. What you build here won't just support today's deals â it will shape how the entire go-to-market team operates for years to come.
You'll have broad cross-functional reach. This role touches SEs, CSMs, and the product org. If you're energized by working across functions and seeing your work show up in multiple places, you'll find a lot of satisfaction here.
If you prefer to work purely behind the scenes, this role isn't the right fit. You'll be expected to show up in executive conversations and represent value consulting in a visible, credible way.
If you're looking for a fully built function with established processes and clear lanes, you'll feel uncomfortable here. We have a starting point, not a finished system â and the expectation is that you'll be the one finishing it.
If process creation and change management aren't your strengths, that's a real gap in this role. Getting SEs and CSMs to adopt a new value selling motion requires as much change management as it does framework design.
If you're primarily motivated by deal size over customer complexity, you won't thrive here. We care more about the depth and quality of our customer outcomes than the logo.
If you're looking for a purely pre-sales role, the post-sales component of this job is real and important â it's how we close the loop on the value we promise.
If a fast-moving, ambiguous environment feels like a threat rather than an opportunity, the pace of Ashby will likely frustrate you.
Our interview process is thorough â we want to make sure this role is the right fit for you and that you're the right fit for Ashby. Details on the process for this role will be shared by your recruiter.
You'll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
Sell a product that our customers are truly excited about.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby â do it when you feel financially comfortable.
$100/month education budget with more expensive items (like conferences) covered with manager approval.
We're building the next generation of recruiting software and we're starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We'll share more details once we meet. In short, it's the perfect time to join! đ
We're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nAs Ashby's first dedicated Value Consultant, you'll own how we sell value â full stop. You'll sit within the Solutions Engineering team and be the architect of our value selling motion: building and refining the frameworks, tooling, and impact assessments that help prospects understand exactly what Ashby can mean for their business. While SEs operate within that framework, you'll be the one defining it.\n\n\n\nYour work will be split roughly 80/20 between pre-sales and post-sales. On the pre-sales side, you'll partner closely with SEs to support our most strategic opportunities in the Enterprise segment â sometimes working behind the scenes to craft a compelling business case, and sometimes stepping into the room yourself as the face of value consulting for executive-level conversations. On the post-sales side, you'll work with our Customer Success team to ensure we're delivering on the outcomes we promised and helping customers realize the value of their investment in Ashby. Your work will directly influence not just how we win deals, but how we retain and grow customers by making value visible and undeniable.\n\n\n\nYou'll be brought into deals at the consensus-building stage, where it matters most. That means you'll need to be sharp on discovery, credible with senior stakeholders, and able to translate complex buying dynamics into clear, customer-specific narratives about impact.\n\n\n\nThis is a rare opportunity to define something from the ground up at a company with exceptional product-market fit. We have the foundation â impact assessment tools, early frameworks, a team of SEs who are eager to lean on you â and we need someone to take it to the next level.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đĄ You have 5+ years of dedicated value consulting or value engineering experience in SaaS. You've done this before, and you know what good looks like. You can operate with significant autonomy and don't need a playbook handed to you.\n\n - đ You're a builder. You'll be the first person in this role, which means you'll be shaping the function as much as filling it. You get energy from creating structure where there isn't any.\n\n - đŻ You think in outcomes, not features. When you look at a customer's business, you see the levers that matter â and you can quantify and communicate them in a way that resonates with a CFO and a Head of Talent alike.\n\n - đ¤ You know how to enable others. You'll be the expert, but your impact scales through SEs and CSMs. You're as comfortable coaching a team as you are running a room yourself.\n\n - đŁ You're an exceptional communicator. You can read the room, ask precise questions, and simplify complex concepts without losing nuance. Executive conversations energize you rather than intimidate you.\n\n - đ You have genuine empathy for Talent Acquisition teams. You understand the pressures they face, the data they care about, and the outcomes that move the needle for them.\n\n - đ You're a strong cross-functional partner. You'll need to work seamlessly with SEs, CSMs, and occasionally the product org â translating customer feedback into insights that improve how we sell and what we build.\n\n\nBONUS POINTS FOR:\n\n - đ¤ Prior experience as a Solutions Engineer or management consultant â you know what the other side of the table looks like\n\n - đ Familiarity with HR tech or Applicant Tracking Systems â understanding recruiting workflows gives you a head start\n\n - đ Experience building or improving impact assessment tooling and processes from the ground up\n\n - đ A track record of tying value consulting work to measurable revenue or retention outcomes\n\n\nEXAMPLES OF THINGS YOU'LL WORK ON:\n\n - đ° Own and evolve our impact assessment process â improve the tools, refine the methodology, and make sure every assessment we deliver is compelling, credible, and customer-specific\n\n - đ¨ Define Ashby's value selling motion â build the frameworks, templates, and messaging that SEs use when engaging on value across the entire sales funnel\n\n - đ§âđź Lead executive-level value conversations on our most strategic deals â bring the business case to life for the people who sign the check\n\n - âď¸ Enable the SE and CSM teams â run training, create resources, and act as the internal subject matter expert on value consulting so the whole team gets sharper over time\n\n - đ Partner with CS on value realization â make sure customers can connect the outcomes they expected to the results they're seeing after they go live; elevating from TA results to overarching business priorities\n\n - đŹ Test and refine messaging on larger deals â use strategic opportunities as a proving ground to sharpen how we talk about Ashby's impact\n\n\n\n\nWHY BECOME A VALUE CONSULTANT AT ASHBY?\n\nThere are a lot of value consulting roles out there. Here's what makes this one different:\n\n\n\n - The product makes your job easier. When you're building a business case for Ashby, you're not stretching to find value â it's genuinely there. Customers see real, measurable improvements in how they hire. That makes every impact assessment feel honest rather than aspirational.\n\n - You'll define something, not just do it. Most value consulting roles put you inside a mature function with established playbooks. Here, you'll be the one writing the playbook. What you build will be felt across every deal we run.\n\n - You'll be working with a world-class team. The Ashby team is sharp, collaborative, and invested in getting better. They want a strong value partner â someone who can help them have more impactful conversations and win more strategic deals.\n\n - The market is genuinely underserved. Talent Acquisition software has lagged behind the needs of modern hiring teams for years. Ashby is changing that, and every impact assessment you deliver is a chance to show a prospect what's actually possible.\n\n - Your work will be foundational to how Ashby grows. As we continue to move upmarket, value selling becomes increasingly central to how we win. What you build here won't just support today's deals â it will shape how the entire go-to-market team operates for years to come.\n\n - You'll have broad cross-functional reach. This role touches SEs, CSMs, and the product org. If you're energized by working across functions and seeing your work show up in multiple places, you'll find a lot of satisfaction here.\n\n\n\n\nREASONS YOU SHOULDN'T APPLY:\n\n - If you prefer to work purely behind the scenes, this role isn't the right fit. You'll be expected to show up in executive conversations and represent value consulting in a visible, credible way.\n\n - If you're looking for a fully built function with established processes and clear lanes, you'll feel uncomfortable here. We have a starting point, not a finished system â and the expectation is that you'll be the one finishing it.\n\n - If process creation and change management aren't your strengths, that's a real gap in this role. Getting SEs and CSMs to adopt a new value selling motion requires as much change management as it does framework design.\n\n - If you're primarily motivated by deal size over customer complexity, you won't thrive here. We care more about the depth and quality of our customer outcomes than the logo.\n\n - If you're looking for a purely pre-sales role, the post-sales component of this job is real and important â it's how we close the loop on the value we promise.\n\n - If a fast-moving, ambiguous environment feels like a threat rather than an opportunity, the pace of Ashby will likely frustrate you.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we want to make sure this role is the right fit for you and that you're the right fit for Ashby. Details on the process for this role will be shared by your recruiter.\n\n\n\n\nBENEFITS\n\n - You'll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - Sell a product that our customers are truly excited about https://www.ashbyhq.com/customers.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - 10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby â do it when you feel financially comfortable.\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n\nABOUT ASHBY\n\nWe're building the next generation of recruiting software and we're starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.\n\n\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We'll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\n\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$210K â $255K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$210K - $255K","compensationTiers":[{"id":"b3b04421-77bb-40cb-a05b-1518846f8197","tierSummary":"On Target Earnings $210K â $255K ⢠Offers Equity ⢠Offers Commission","title":"United States","additionalInformation":null,"components":[{"id":"4bd02726-51d4-4da6-8468-a36a02bd0cf2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"6ce7ba3a-20ba-4ecd-a433-6dc1236dcf1a","summary":"On Target Earnings $210K â $255K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":255000},{"id":"c2fc600d-e414-45fe-a7d7-a5db5e6b962c","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]},{"id":"57dd3922-815d-4a8d-9423-606674e81ac7","tierSummary":"On Target Earnings CA$231K â CA$280.5K ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"ff556c18-896e-4934-a4c5-8cf2c657b2df","summary":"On Target Earnings CA$231K â CA$280.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":231000,"maxValue":280500},{"id":"56ac883c-41df-4fd7-8c04-39b0fb14716d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"dd47631e-b19b-4b26-bed3-a58f57dfa9fa","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":210000,"maxValue":255000},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"cf34cf62-5348-4bd5-bd8c-22a77467162d","title":"Product Support Engineer - APAC","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Australia","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"New Zealand","address":{"postalAddress":{"addressCountry":"New Zealand"}}},{"location":"Singapore","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-06-03T20:06:54.537+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/cf34cf62-5348-4bd5-bd8c-22a77467162d","applyUrl":"https://jobs.ashbyhq.com/ashby/cf34cf62-5348-4bd5-bd8c-22a77467162d/application","descriptionHtml":"Hello! Iâm Allie, Head of Support here at Ashby. I'm excited to share that we're hiring our first Support Engineer in the APAC region! đÂ
About this Role
As a Support Engineer, you will be at the center of providing an excellent experience to customers by diagnosing and resolving technical issues ensuring a high level of customer satisfaction through effective communication and problem-solving. You will assist with investigating and resolving technical issues that come to Support while identifying patterns in customer inquiries to drive product improvement, as well as opportunities to enable our Support team on technical concepts. Your knowledge of integrations and platforms will be key to your success, as you'll leverage this expertise to address customer inquiries related to system integrations, data flow, and product functionality. Youâll be a key contributor to our documentation and enablement strategy while collaborating with Engineering and Support to address complex issues.
Role Responsibilities:
Technical Troubleshooting: Develop a deep technical understanding of Ashby capabilities and systems to support diagnosis of technical issues and to drive timely and effective resolutions for customers. Provide comprehensive support regarding the investigation of integration issues, API inquiries, and bug reports.
Expertise in Integrations: Leverage in-depth understanding of integration frameworks and related technologies to troubleshoot and resolve complex integration issues. Proactively identify patterns in customer challenges to recommend product enhancements and streamline integration processes.
Customer Experience: Provide exceptional customer service, ensuring clients feel supported and valued.
Collaboration with Engineering: Work closely with the Ashby Engineering team to escalate issues, share insights, and contribute to the continuous improvement of our products.
Documentation: Create and maintain detailed documentation of support processes, common issues, and solutions to enhance the knowledge base.
Continuous Improvement: Gather, analyze, and relay customer feedback to the engineering team to inform product development and enhancements.
Support Enablement: Share expanding knowledge with the rest of the Support Team to assist with creating holistic understanding of the platform.
Role Requirements:
Technical Expertise: Strong understanding of software applications, Internet protocols, troubleshooting, and automation via scripting.
Communication Skills: Excellent verbal and written communication skills, with the ability to explain technical concepts to non-technical users. Detail-oriented when documenting reproduction steps and consolidating relevant information to report technical issues internally.
Customer-Focused: A passion for delivering outstanding customer service and a commitment to ensuring a positive customer experience.
Team Collaboration: Ability to work effectively within a team and independently, with a proactive approach to solving problems.
Adaptability: Comfortable working in a dynamic environment with the ability to adapt to product updates and processes improvements quickly.
You Should Apply If:
You have a strong technical background, particularly in API integrations, and enjoy solving complex problems by analyzing logs and code.
You are passionate about helping customers and providing a top-notch support experience.
You have excellent communication skills and can convey technical information clearly to various audiences.
You thrive in a collaborative environment and enjoy working closely with engineering teams.
You are proactive, detail-oriented, and always looking for ways to improve processes.
You Should Not Apply If:
You do not have a strong technical background or experience in technical troubleshooting.
You are not comfortable with asynchronous collaboration or communicating in a thoughtful way with Customers, Support Team Members, or Engineers.
You are not comfortable communicating with customers or explaining technical concepts in simple terms.
You are not adaptable to changing environments and new technologies.
You do not have a passion for customer-facing interactions and providing a great customer experience.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are working with amazing companies we're proud to partner with.
Weâve built an incredible team and exceptional product over the past few years, and we truly are just getting started. In short, this is the perfect time to join đ
Our Support team is a part of our Customer Success department, and thus is a part of our Go To Market function. Here are a few points that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products, since we believe a highly differentiated product is easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers (we hope our 9.8 Support rating on G2 signals this).
We strongly believe that small teams with very talented people and the right work environment deliver much high performance and we're built accordingly.
Our interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 Minutes
Take Home Assessment - 1 week to complete
Hiring Manager Interview - 45-60 Minutes
Virtual Onsite - 120 Minutes
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year.Â
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and home office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! Iâm Allie, Head of Support here at Ashby. I'm excited to share that we're hiring our first Support Engineer in the APAC region! đ \n\n\n\nAbout this Role\n\nAs a Support Engineer, you will be at the center of providing an excellent experience to customers by diagnosing and resolving technical issues ensuring a high level of customer satisfaction through effective communication and problem-solving. You will assist with investigating and resolving technical issues that come to Support while identifying patterns in customer inquiries to drive product improvement, as well as opportunities to enable our Support team on technical concepts. Your knowledge of integrations and platforms will be key to your success, as you'll leverage this expertise to address customer inquiries related to system integrations, data flow, and product functionality. Youâll be a key contributor to our documentation and enablement strategy while collaborating with Engineering and Support to address complex issues.\n\n\n\nRole Responsibilities:\n\n - Technical Troubleshooting: Develop a deep technical understanding of Ashby capabilities and systems to support diagnosis of technical issues and to drive timely and effective resolutions for customers. Provide comprehensive support regarding the investigation of integration issues, API inquiries, and bug reports.\n\n - Expertise in Integrations: Leverage in-depth understanding of integration frameworks and related technologies to troubleshoot and resolve complex integration issues. Proactively identify patterns in customer challenges to recommend product enhancements and streamline integration processes.\n\n - Customer Experience: Provide exceptional customer service, ensuring clients feel supported and valued.\n\n - Collaboration with Engineering: Work closely with the Ashby Engineering team to escalate issues, share insights, and contribute to the continuous improvement of our products.\n\n - Documentation: Create and maintain detailed documentation of support processes, common issues, and solutions to enhance the knowledge base.\n\n - Continuous Improvement: Gather, analyze, and relay customer feedback to the engineering team to inform product development and enhancements.\n\n - Support Enablement: Share expanding knowledge with the rest of the Support Team to assist with creating holistic understanding of the platform.\n\nRole Requirements:\n\n - Technical Expertise: Strong understanding of software applications, Internet protocols, troubleshooting, and automation via scripting.\n\n - Communication Skills: Excellent verbal and written communication skills, with the ability to explain technical concepts to non-technical users. Detail-oriented when documenting reproduction steps and consolidating relevant information to report technical issues internally.\n\n - Customer-Focused: A passion for delivering outstanding customer service and a commitment to ensuring a positive customer experience.\n\n - Team Collaboration: Ability to work effectively within a team and independently, with a proactive approach to solving problems.\n\n - Adaptability: Comfortable working in a dynamic environment with the ability to adapt to product updates and processes improvements quickly.\n\nYou Should Apply If:\n\n - You have a strong technical background, particularly in API integrations, and enjoy solving complex problems by analyzing logs and code.\n\n - You are passionate about helping customers and providing a top-notch support experience.\n\n - You have excellent communication skills and can convey technical information clearly to various audiences.\n\n - You thrive in a collaborative environment and enjoy working closely with engineering teams.\n\n - You are proactive, detail-oriented, and always looking for ways to improve processes.\n\nYou Should Not Apply If:\n\n - You do not have a strong technical background or experience in technical troubleshooting.\n\n - You are not comfortable with asynchronous collaboration or communicating in a thoughtful way with Customers, Support Team Members, or Engineers.\n\n - You are not comfortable communicating with customers or explaining technical concepts in simple terms.\n\n - You are not adaptable to changing environments and new technologies.\n\n - You do not have a passion for customer-facing interactions and providing a great customer experience.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://ashbyhq.comhttps://www.ashbyhq.com/\n\nWe are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are working with amazing companies we're proud to partner with.\n\nWeâve built an incredible team and exceptional product over the past few years, and we truly are just getting started. In short, this is the perfect time to join đ\n\n\n\n\nABOUT GO TO MARKET\n\nOur Support team is a part of our Customer Success department, and thus is a part of our Go To Market function. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products, since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers (we hope our 9.8 Support rating on G2 signals this).\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much high performance and we're built accordingly.\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Virtual Onsite - 120 Minutes\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and home office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\n\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"ÂĽ9M â ÂĽ13M ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"ÂĽ9M - ÂĽ13M","compensationTiers":[{"id":"c8dfe591-ccb7-4638-beae-70369ce3170b","tierSummary":"Japan ÂĽ9M â ÂĽ13M ⢠Offers Equity","title":"Japan","additionalInformation":null,"components":[{"id":"c90a05ad-944b-4a1e-9ee9-ffb336a919c5","summary":"Japan ÂĽ9M â ÂĽ13M","compensationType":"Salary","interval":"1 YEAR","currencyCode":"JPY","minValue":9000000,"maxValue":13000000},{"id":"c3ca3d18-dea7-40e8-ba00-b27778111aef","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"e9287b7a-459c-45ab-b655-5c07f7914507","tierSummary":"South Korea âŠ75M â âŠ119M ⢠Offers Equity","title":"South Korea","additionalInformation":null,"components":[{"id":"12dc5317-facb-4785-8bdf-021be3b43afe","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"f1fa453f-9913-4c8f-b0eb-60152638fcce","summary":"South Korea âŠ75M â âŠ119M","compensationType":"Salary","interval":"1 YEAR","currencyCode":"KRW","minValue":75000000,"maxValue":119000000}]},{"id":"105aeb79-fb03-4c04-a274-0cf637ca0aa0","tierSummary":"New Zealand NZ$109K â NZ$164K ⢠Offers Equity","title":"New Zealand","additionalInformation":null,"components":[{"id":"3d9583a0-659b-4022-858e-f2ed60f86884","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"2e721dce-3543-4620-81c9-479acf30fc8a","summary":"New Zealand NZ$109K â NZ$164K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"NZD","minValue":109000,"maxValue":164000}]},{"id":"850ee1ec-7be2-4beb-b846-8870367cc419","tierSummary":"Singapore SGD 92K â SGD 155K ⢠Offers Equity","title":"Singapore","additionalInformation":null,"components":[{"id":"8aae3c3e-aefc-4866-b644-7abd16a09edd","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"05fc82f8-14d8-4068-88aa-e000cae40e67","summary":"Singapore SGD 92K â SGD 155K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":92000,"maxValue":155000}]},{"id":"179ba1fc-ac19-4272-bfc6-2e5209e5869c","tierSummary":"Australia A$110K â A$165K ⢠Offers Equity","title":"Australia","additionalInformation":null,"components":[{"id":"6b1c5104-3fed-4805-8c5d-62f2a57ef249","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"06fd9060-1a7c-447b-9d78-9704def4272c","summary":"Australia A$110K â A$165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":110000,"maxValue":165000}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"JPY","minValue":9000000,"maxValue":13000000},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"6abcee41-5c58-4825-aba2-baba665cdb24","title":"Director, GTM Engineering & Systems","department":"Sales","team":"Revenue Operations","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-03T22:09:19.451+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/6abcee41-5c58-4825-aba2-baba665cdb24","applyUrl":"https://jobs.ashbyhq.com/ashby/6abcee41-5c58-4825-aba2-baba665cdb24/application","descriptionHtml":"Ashby is looking for a Director 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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"THE ROLE\n\nAshby is looking for a Director 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 \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 \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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$240K â $262.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$240,000 - $262,500","compensationTiers":[{"id":"42883d6c-516e-4e05-9352-925c770bf76c","tierSummary":"$240,000 â $262,500 ⢠Offers Equity ⢠Offers Commission","title":"United States","additionalInformation":null,"components":[{"id":"b9448af3-2db9-4cb0-8bfe-a77ce0077dfe","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"15ec4aff-9415-4b2c-87ea-402aedc1f390","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"a451f7b3-a735-4545-855d-3a5dbf9a89bc","summary":"$240,000 â $262,500","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":240000,"maxValue":262500}]},{"id":"7eedf269-dac1-4909-90e5-752b0dd951e9","tierSummary":"CA$264,000 â CA$288,750 ⢠Offers Equity ⢠Offers Commission","title":"Canada","additionalInformation":null,"components":[{"id":"b6c6126e-f190-4482-aaab-22e6957f7017","summary":"CA$264,000 â CA$288,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":264000,"maxValue":288750},{"id":"6a62b6e2-8100-475f-92d9-208d4d93abef","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"00b173f5-0127-4d18-b8b0-9378e5c14453","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"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":"USD","minValue":240000,"maxValue":262500}]}},{"id":"287cf227-c8a7-4f42-81c1-8b1e4de5a33d","title":"Mid Market Account Executive - EMEA (UKI)","department":"Sales","team":"Sales","employmentType":"FullTime","location":"United Kingdom","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Belgium","address":{"postalAddress":{"addressRegion":"","addressCountry":"Belgium","addressLocality":""}}},{"location":"Germany","address":{"postalAddress":{"addressCountry":"Germany","addressLocality":""}}},{"location":"Switzerland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Switzerland","addressLocality":""}}},{"location":"Ireland","address":{"postalAddress":{"addressRegion":"","addressCountry":"Ireland","addressLocality":""}}},{"location":"Austria","address":{"postalAddress":{"addressCountry":"Austria"}}},{"location":"Spain","address":{"postalAddress":{"addressCountry":"Spain"}}},{"location":"Stuttgart","address":{"postalAddress":{"addressRegion":"Baden-Wurttemberg","addressCountry":"Germany","addressLocality":"Stuttgart"}}},{"location":"Berlin","address":{"postalAddress":{"addressRegion":"","addressCountry":"Germany","addressLocality":"Berlin"}}}],"publishedAt":"2026-06-09T00:56:36.261+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United Kingdom","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/287cf227-c8a7-4f42-81c1-8b1e4de5a33d","applyUrl":"https://jobs.ashbyhq.com/ashby/287cf227-c8a7-4f42-81c1-8b1e4de5a33d/application","descriptionHtml":"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 Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) in the UKI region by managing the full sales cycle from pipeline generation through to closed-won.
In this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.
đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.
đ¤ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.
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 English
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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\n\n\nABOUT THIS ROLE\n\nWe are seeking a Mid-Market Account Executive to help us win Mid-Market accounts (100-1k employees) in the UKI region by managing the full sales cycle from pipeline generation through to closed-won.\n\nIn this role, you'll focus on new logo acquisition. Our emphasis is on your raw ability to excel in the areas listed below and your appetite for continuous growth & improvement.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ° You have strong track record in Mid Market SaaS sales, having closed many $50k+ deals consistently. You have won competitive rip-and-replace opportunities of core/platform technologies.\n\n - đŻ You are proactive in identifying and pursuing new business opportunities, and are comfortable sourcing >50% of your own pipeline. You're both resourceful and innovative in finding new business opportunities.\n\n - đ¤ You love becoming a product and industry expert. You're adept at delivering a quick demo to showcase how your solution meets a unique need.\n\n - 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 English\n\n\nBONUS POINTS:\n\n - đ¤ You have sold to Talent or HR personas\n\n - âď¸ Prior B/SDR experience\n\n\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\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\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\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 \n \n\nWe're in the talent acquisition software business. We run the end-to-end hiring process through our own platform, and ensure a level playing field for all candidates. Reaching out to hiring managers or recruiters directly won't improve your odds of success. Please focus your energy on the quality of your application.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ110.5K â âŹ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ110.5K - âŹ195.5K","compensationTiers":[{"id":"8c9a610e-3845-46a9-9c02-f05ad0d950fd","tierSummary":"OTE âŹ110.5K â âŹ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"Euro","additionalInformation":"Uncapped commission","components":[{"id":"781218a0-ae21-4913-bf08-4d141e94b62e","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"EUR","minValue":null,"maxValue":null},{"id":"3d026d67-1648-42b8-b23d-5e025d196407","summary":"OTE âŹ110.5K â âŹ195.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":110500,"maxValue":195500},{"id":"92cb3da6-ece2-42ba-9902-79104274094c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"18dcabcf-2bba-41d0-8bd0-6fbab1441537","tierSummary":"OTE ÂŁ110.5K â ÂŁ195.5K ⢠Offers Equity ⢠Offers Commission ⢠Uncapped commission","title":"GBP","additionalInformation":"Uncapped commission","components":[{"id":"2911b7b6-195a-457b-9326-1c1c0e732497","summary":"OTE ÂŁ110.5K â ÂŁ195.5K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":110500,"maxValue":195500},{"id":"ad75fc5f-9ea6-4b27-b0ab-02b79fcb89ae","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"GBP","minValue":null,"maxValue":null},{"id":"bfea417b-a212-49bc-9a03-9352c7b43964","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"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 - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-17T19:13:31.973+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/ce9f0432-7abf-4911-b644-69d0fb08d67f","applyUrl":"https://jobs.ashbyhq.com/ashby/ce9f0432-7abf-4911-b644-69d0fb08d67f/application","descriptionHtml":"Hello! I am Alex, Head of Contract Management at Ashby. I am thrilled to be expanding our Contract Management team, as this function serves an important role in the success of our customers and the business. Â
Having a Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer and existing customers expanding further into the product, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.
As an Ashby Contract Manager for Startup accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers who are up to 100 employees. You will manage annual customer renewals, month-to-month customer subscriptions, contract questions, and will collaborate closely with a number of internal teams across Ashbyâs largest customer segment.Â
As a trusted guide to quickly growing and steady-state startups, you will need to secure early customer loyalty, guide non-recruiting personas through the renewal process, and provide hands-on assistance to customers. Attention to detail on a high volume of accounts will be essential, with an agile approach to secure continuing customers swiftly and solve for these smaller businesses creatively.Â
With a focus on helping small startups begin to meaningfully grow their businesses, you will identify opportunities to support these businesses and identify high growth accounts. Your work as a Contract Manager directly impacts our broader business goals, with Ashbyâs Operating Principles woven into our processes.
This position requires expertise in core contract management competencies:
Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render
Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customerâs needs
Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle
Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance
Understanding contract terminology and how to communicate these terms to customers
Our ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal.
Ashby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).
You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby
You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts
You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role
You are adaptable â you are able to be continuously learning and applying these learnings to your daily work
You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals
You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)
You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time
You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly
You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company
You avoid taking ownership, and prefer to hand off various tasks
Dynamic situations make you uncomfortableÂ
You find pricing conversations and negotiations demanding and taxing
You do not enjoy admin work and prefer to be in face-to-face meetings all day
You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby. Â
You prefer to work independently and not collaboratively
You prefer a rigid schedule with limited autonomy, as you find accountability challenging
You have difficulty working remotely full time
Our co-founders have written authentic pieces about Ashbyâs communication and operating principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.
Recruiter Interview: 30 minutes
Hiring Manager Interview: 30-45 minutes
Take-Home Assignment: 30-45 minutes
Final Panel:
Cross-Functional Interview with Sales and Customer Success: 30-45 minutes
Contract Management at Ashby: 30-45 minutes
Negotiation and Stakeholder Management: 30 minutes
Closing Questions: 15 minutes
Weâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Competitive salary and equity.
Opportunity to work with a talented and passionate team.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! I am Alex https://www.linkedin.com/in/alexandragelinas/, Head of Contract Management at Ashby. I am thrilled to be expanding our Contract Management team, as this function serves an important role in the success of our customers and the business.  \n\nHaving a Contract Management team at Ashby allows our Sales team to focus on supporting prospective buyers on their journey to becoming an Ashby customer and existing customers expanding further into the product, while simultaneously allowing our Customer Success team to focus on the growth and success of our existing customers. With this harmonious relationship across the internal teams, we are able to make renewal and contract conversations meaningful and relevant to the needs of our customers, providing a top tier experience with Ashby.\n\n\n\n\nABOUT THE ROLE \n\nAs an Ashby Contract Manager for Startup accounts, you will play a key role in supporting our revenue function and customer satisfaction with customers who are up to 100 employees. You will manage annual customer renewals, month-to-month customer subscriptions, contract questions, and will collaborate closely with a number of internal teams across Ashbyâs largest customer segment. \n\nAs a trusted guide to quickly growing and steady-state startups, you will need to secure early customer loyalty, guide non-recruiting personas through the renewal process, and provide hands-on assistance to customers. Attention to detail on a high volume of accounts will be essential, with an agile approach to secure continuing customers swiftly and solve for these smaller businesses creatively. \n\nWith a focus on helping small startups begin to meaningfully grow their businesses, you will identify opportunities to support these businesses and identify high growth accounts. Your work as a Contract Manager directly impacts our broader business goals, with Ashbyâs Operating Principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles woven into our processes.\n\n\n\nThis position requires expertise in core contract management competencies:\n\n - Navigating pricing and negotiation discussions with empathy and tact, while upholding a high level of respect for the value of Ashby and the services we render\n\n - Leading the renewal process with customers, ensuring timely and successful contract renewals, with terms that align to both the broader business goals and solve for the customerâs needs\n\n - Building and maintaining trust with customers, proactively addressing concerns and ensuring their subscription needs are met at time of renewal and throughout the customer lifecycle\n\n - Managing day-to-day administrative tasks, such as customer outreach, generating order forms, and CRM maintenance\n\n - Understanding contract terminology and how to communicate these terms to customers\n\n\n\nOur ideal candidate will have a strong background in a combination of sales, customer success, and renewal management, with a proven ability to drive contract renewals and enhance customer relationships. In this role, you will work closely with our customers to ensure they receive maximum value from our offerings, ultimately contributing to customer retention and satisfaction. You will work in partnership with Sales and Customer Success to ensure that the right resources are engaged to maximize customer growth, driving expansion and renewal.\n\n\n\nAshby takes tremendous pride in our software; as such, we encourage all employees to have rich product knowledge. While the scope of your role does not require technical product aptitude, we will empower you with product knowledge to ensure youâre well-positioned for customer conversations (e.g. should tech stack pricing efficiency surface in a renewal, you are comfortable communicating our differentiators).\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - You enjoy finding creative solutions for complex situations â this in turn will allow you to successfully solve for both the customer and Ashby\n\n - You are solutions-oriented â there is a solution to every problem or challenge we may face in Contracts\n\n - You are detail-oriented â we work across many different systems, with fact-checking and record-keeping a paramount priority for this contracts role\n\n - You are adaptable â you are able to be continuously learning and applying these learnings to your daily work\n\n - You excel at cross-functional collaboration, leveraging the right teams and colleagues to provide a top tier experience and solution for each customer, while being respectful of other individuals time, priorities, and goals\n\n - You have excellent communication skills over phone and email, and are able to navigate high pressure situations with ease and professionalism (strong public speaking skills translate well to this role)\n\n - You delight in having autonomy over your schedule â there is a high level of accountability at Ashby, and we rely on you to complete your work; while all of your work will be visible to the entire company, you will be responsible for managing your time\n\n - You display empathy in situations that require it â you understand where our customers are coming from and strive to find a solution accordingly\n\n - You value transparency â there is clarity and honesty in every step of our renewal process, and within Ashby as a company\n\n\n\n\nYOU MIGHT NOT BE A GREAT FIT IF:\n\n - You avoid taking ownership, and prefer to hand off various tasks\n\n - Dynamic situations make you uncomfortable \n\n - You find pricing conversations and negotiations demanding and taxing\n\n - You do not enjoy admin work and prefer to be in face-to-face meetings all day\n\n - You find it challenging to devise creative solutions for complex situations, which may hinder your ability to effectively address the needs of both the customer and Ashby.  \n\n - You prefer to work independently and not collaboratively\n\n - You prefer a rigid schedule with limited autonomy, as you find accountability challenging\n\n - You have difficulty working remotely full time\n\n\n\n\nOUR CULTURE\n\nOur co-founders have written authentic pieces about Ashbyâs communication https://www.ashbyhq.com/blog/culture/thoughtful-communication and operating principles https://www.ashbyhq.com/blog/culture/ashbys-operating-principles. As a company, we hire fewer, stronger people and provide them with clear ownership over a specific scope of work. Our Customer Success team, in particular, prioritizes solving for the customer. Our hope is to hire a driven Contract Manager who embodies empathy and curiosity to join the team.\n\n\n\n\nINTERVIEW PROCESS\n\n - Recruiter Interview: 30 minutes\n\n - Hiring Manager Interview: 30-45 minutes\n\n - Take-Home Assignment: 30-45 minutes\n\n - Final Panel:\n \n - Cross-Functional Interview with Sales and Customer Success: 30-45 minutes\n \n - Contract Management at Ashby: 30-45 minutes\n \n - Negotiation and Stakeholder Management: 30 minutes\n \n - Closing Questions: 15 minutes\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of recruiting software and weâre starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process.\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - Opportunity to work with a talented and passionate team.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it!\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\n\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$100K â $120K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$100K - $120K","compensationTiers":[{"id":"3256f4f9-ee1c-47f4-9087-d01753232f12","tierSummary":"OTE $100K â $120K ⢠Offers Equity ⢠Offers Commission","title":"Contract Manager","additionalInformation":null,"components":[{"id":"383f5b76-14fd-4ddb-b184-8cb14a838f8d","summary":"OTE $100K â $120K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":100000,"maxValue":120000},{"id":"59138191-899e-4fa6-a3df-f577d13a414a","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"267c858b-0e68-45f8-921f-c4188e72bb31","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":100000,"maxValue":120000},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"fd86edd7-3af0-4977-a61a-215212c296fa","title":"Design Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-06-12T21:11:08.658+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fd86edd7-3af0-4977-a61a-215212c296fa","applyUrl":"https://jobs.ashbyhq.com/ashby/fd86edd7-3af0-4977-a61a-215212c296fa/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
First, this role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
Second, you work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
In this role, youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using it to make the wireframes a reality.
Built a set of flexible, composable components in our design system that allow other engineers to easily build beautiful, consistent setup wizards across our product.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. That often means we donât agonize over every detail and instead iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - First, this role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - Second, you work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\nIn this role, youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\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 easily build beautiful, consistent setup wizards across our product.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. That often means we donât agonize over every detail and instead iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer (This Posting) - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$122K â $220K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$122K - $220K","compensationTiers":[{"id":"291a901d-fc6d-4f83-b655-3c7b15a2f729","tierSummary":"$180K â $220K ⢠Offers Equity","title":"L3 (Senior): SF & NYC","additionalInformation":null,"components":[{"id":"e51683ad-35ef-4d92-bceb-fe9cb08327b8","summary":"$180K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":180000,"maxValue":220000},{"id":"1711a540-7521-4d18-8bf9-b3a00e3a7fd1","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"d584f065-8363-42ce-9fbc-cea1d7b8e364","tierSummary":"$175K â $215K ⢠Offers Equity","title":"L3 (Senior): Seattle","additionalInformation":null,"components":[{"id":"4e6dd748-53f6-45e2-a814-3efb03466400","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"558c7c89-6c50-4145-8f14-9482e0368d74","summary":"$175K â $215K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":175000,"maxValue":215000}]},{"id":"909a1a3f-c26c-4a87-8db2-a0def75dd908","tierSummary":"$162K â $198K ⢠Offers Equity","title":"L3 (Senior): US Tier 2","additionalInformation":null,"components":[{"id":"3df201e1-084e-46a3-b9a8-fefdcae80da0","summary":"$162K â $198K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":162000,"maxValue":198000},{"id":"fdf61a7c-39aa-46c8-82cd-ef569d65f444","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"b0030a86-e461-4bc3-bf82-693a11b36d93","tierSummary":"$153K â $190K ⢠Offers Equity","title":"L3 (Senior): US Tier 3","additionalInformation":null,"components":[{"id":"9e973470-bcad-4eca-b4da-5fe4ef8cde14","summary":"$153K â $190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":153000,"maxValue":190000},{"id":"06e704bf-6eac-4b6d-b7d2-8a9c663fea90","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f8bcfbd6-e637-4f58-b727-f5858fb52062","tierSummary":"$155K â $185K ⢠Offers Equity","title":"L2 (Mid): SF & NYC","additionalInformation":null,"components":[{"id":"8a072816-c803-4ee6-b12f-25821b01045a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"ba140760-c008-45a2-872a-fc2711ecde33","summary":"$155K â $185K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":155000,"maxValue":185000}]},{"id":"2f509c48-4c31-4b79-94b7-99ac366095d1","tierSummary":"$145K â $178K ⢠Offers Equity","title":"L2 (Mid): Seattle","additionalInformation":null,"components":[{"id":"838a9ffb-1964-4987-bf6a-a2674e33aad4","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"1abdb53e-3e21-488d-b6b0-25c22fe91f30","summary":"$145K â $178K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":145000,"maxValue":178000}]},{"id":"83a30ac9-3157-4abf-a28b-b293e35dc390","tierSummary":"$130K â $158K ⢠Offers Equity","title":"L2 (Mid): US Tier 2","additionalInformation":null,"components":[{"id":"96d4d775-e3de-4589-9a78-aa57c84f0fc2","summary":"$130K â $158K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":130000,"maxValue":158000},{"id":"b2a01513-7795-4d6b-a099-551d752e4599","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"9bd207ff-9c39-480d-9c84-fea1eec4e179","tierSummary":"$122K â $150K ⢠Offers Equity","title":"L2 (Mid): US Tier 3","additionalInformation":null,"components":[{"id":"9747b7c7-df60-41c8-9bc7-37cf1ead0ef2","summary":"$122K â $150K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":122000,"maxValue":150000},{"id":"09ef1664-f02e-4a94-86dc-554f81e9f110","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":122000,"maxValue":220000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"85713f4a-ad14-4edd-8c56-0065f5897551","title":"Design Engineer, 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":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2026-06-12T21:13:59.287+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/85713f4a-ad14-4edd-8c56-0065f5897551","applyUrl":"https://jobs.ashbyhq.com/ashby/85713f4a-ad14-4edd-8c56-0065f5897551/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer (This Posting) - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is three rounds:
Introduction call with me (30m, live). Be prepared to screen-share examples of your work.
A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)
Depending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer (This Posting) - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is three rounds:\n\n - Introduction call with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A second round where we either do a technical screen (1h, live) or a design take-home (~3h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and the interview we didnât do in the second round: technical screen or design take-home. (3h, live)\n\nDepending on our leadership teamâs bandwidth, we may start with an additional 30m screen with a recruiter.\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n \n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n \n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"CA$117K â CA$200K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"CA$117K - CA$200K","compensationTiers":[{"id":"385acfb6-8cf6-45f9-aae9-ed2f460a9b77","tierSummary":"CA$163K â CA$200K ⢠Offers Equity","title":"L3 (Senior): Toronto & Vancouver","additionalInformation":null,"components":[{"id":"cbfe4251-b815-43e3-a63b-b0d9c2626e3f","summary":"CA$163K â CA$200K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":163000,"maxValue":200000},{"id":"23989183-d0fd-4351-9d25-6685f07edf81","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"48a02695-7367-4888-aba8-6bed8a821e6c","tierSummary":"CA$151K â CA$184K ⢠Offers Equity","title":"L3 (Senior): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"3a22ac56-60a2-465b-99d5-51e8238257c3","summary":"CA$151K â CA$184K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":151000,"maxValue":184000},{"id":"8ab21273-e796-4f85-857a-54f6e20aa5e9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"86c2a64a-9651-407a-b36f-04fbd8cdeb49","tierSummary":"CA$128K â CA$156K ⢠Offers Equity","title":"L2 (Mid) - Toronto & Vancouver","additionalInformation":null,"components":[{"id":"803e2670-8b93-44bb-af76-4855cb751eb2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c10f77a4-f331-4d38-aee9-2041863d168e","summary":"CA$128K â CA$156K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":128000,"maxValue":156000}]},{"id":"f5007e15-496e-44cc-9ab2-45d4a13e14c5","tierSummary":"CA$117K â CA$144K ⢠Offers Equity","title":"L2 (Mid): Canada - All Other Locations","additionalInformation":null,"components":[{"id":"e522f2bb-df98-4831-8c5b-ba3a332d325e","summary":"CA$117K â CA$144K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":117000,"maxValue":144000},{"id":"a678fcc3-f3e2-46aa-9b4b-c1cef7f34dae","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":117000,"maxValue":200000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"fe121451-d328-43c9-a1ac-89e19b973a95","title":"Junior Design Engineer, 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":"Vancouver","address":{"postalAddress":{"addressRegion":"British Columbia","addressCountry":"Canada","addressLocality":"Vancouver"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2026-06-15T19:38:50.446+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/fe121451-d328-43c9-a1ac-89e19b973a95","applyUrl":"https://jobs.ashbyhq.com/ashby/fe121451-d328-43c9-a1ac-89e19b973a95/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer (This Posting) - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is five rounds:
If we shortlist your application, weâll ask for a video walkthrough of a product or feature youâve designed.
Introduction call with a recruiter (30m, live). Be prepared to screen-share examples of your work.
A quick dive into some of your past work with me (30m, live). Be prepared to screen-share examples of your work.
A design take-home followed by a discussion of your decisions and reasoning (~4h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and a pair-programming interview. (2h 45m, live)
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. While we appreciate the strive for perfection, we also realize it doesnât need to be achieved all at once; instead, we iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer (This Posting) - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nTo drive it home, here's a recent calendar of an engineer who has been with us for over 4 years. ~34 hours of focus time, 2.5h of interviews, and 3.5 hours of meetings:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is five rounds:\n\n - If we shortlist your application, weâll ask for a video walkthrough of a product or feature youâve designed.\n\n - Introduction call with a recruiter (30m, live). Be prepared to screen-share examples of your work.\n\n - A quick dive into some of your past work with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A design take-home followed by a discussion of your decisions and reasoning (~4h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and a pair-programming interview. (2h 45m, live)\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"CA$98K â CA$138K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"CA$98K - CA$138K","compensationTiers":[{"id":"c30094bf-6e5f-4a30-891b-870a7f69cb03","tierSummary":"CA$112K â CA$138K ⢠Offers Equity","title":"Toronto & Vancouver","additionalInformation":null,"components":[{"id":"40ebe79e-c462-421c-9fb8-ceccab8f90b9","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c9fc99b7-4baa-4bf0-82ab-05a13c960676","summary":"CA$112K â CA$138K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":112000,"maxValue":138000}]},{"id":"c707b079-5589-4c4a-b0cb-6c17f1810849","tierSummary":"CA$98K â CA$121K ⢠Offers Equity","title":"Canada - All Other Locations","additionalInformation":null,"components":[{"id":"54c5c5ba-9678-4488-a28a-41d2e1dff716","summary":"CA$98K â CA$121K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":98000,"maxValue":121000},{"id":"6547c979-808e-46d5-aece-0ed61942f23f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":98000,"maxValue":138000,"currencyCode":"CAD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"0f538da6-1e06-43f0-86cb-de8007814284","title":"Junior Design Engineer, Americas","department":"Engineering","team":"Americas Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Austin","address":{"postalAddress":{"addressRegion":"Texas","addressCountry":"USA","addressLocality":"Austin"}}},{"location":"Los Angeles","address":{"postalAddress":{"addressRegion":"California","addressCountry":"USA","addressLocality":"Los Angeles"}}},{"location":"Portland","address":{"postalAddress":{"addressRegion":"Oregon","addressCountry":"USA","addressLocality":"Portland"}}},{"location":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Denver","address":{"postalAddress":{"addressRegion":"Colorado","addressCountry":"USA","addressLocality":"Denver"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-06-15T19:38:47.287+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/0f538da6-1e06-43f0-86cb-de8007814284","applyUrl":"https://jobs.ashbyhq.com/ashby/0f538da6-1e06-43f0-86cb-de8007814284/application","descriptionHtml":"Hi đđž Iâm Abhik, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.
This role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.
Youâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:
Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.
Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.
Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.
The Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:
You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.
This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).
You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.
Design Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:
You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.
You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!
You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. That often means we donât agonize over every detail and instead iterate over time, often letting user feedback and business needs drive prioritization.
You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.
You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.
You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.
Weâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.
Junior Design Engineer (This Posting) - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.
Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).
Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.
Internally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here).
As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.
Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.
As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!
Our engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:
Minimal process with ownership over decisions normally made by product and design
Natural collaboration and deliberate communication
Investing in tools and abstractions that give us leverage
Putting effort into building a diverse team
The best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.
Traditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â
At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.
Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here).
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.
We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:
Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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).
AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here.
Hereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:
And a demo of one of these building blocks:
Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.
Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.
At Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.
Our interview process is five rounds:
If we shortlist your application, weâll ask for a video walkthrough of a product or feature youâve designed.
Introduction call with a recruiter (30m, live). Be prepared to screen-share examples of your work.
A quick dive into some of your past work with me (30m, live). Be prepared to screen-share examples of your work.
A design take-home followed by a discussion of your decisions and reasoning (~4h async, 30m live)
Three interviews, a deep dive into a past design system or design project, a design system interview, and a pair-programming interview. (2h 45m, live)
I will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!
We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.
Itâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.
Our tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.
Competitive salary and equity.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO, and we will encourage you to take it.
A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi đđž Iâm Abhik https://www.linkedin.com/in/abhikpramanik/, Ashby's Co-Founder and VP of Engineering. This role is close to my heart because, as someone who can both design and code, itâs where Iâve always done my best work, but also where I was seen as a rebel and an outsider. I want folks like me to feel at home at Ashby, and so I made Design Engineering a formal role and department that works closely with me. Our first hire was over five years ago, and weâre doubling the team from five to over ten in the next year.\n\nThis role truly expects you to design and code. Design Engineer at Ashby isnât just a Frontend Engineer with new branding, nor is it a Designer vibe coding prototypes. Combining excellence in both is where magic happens. I found that when I put my best effort into both the design and technical implementation of a feature, I had a nimbleness and creativity that was hard to achieve when I did only one or the other. For instance, the UX and UI I envisioned often influenced the data model's design and flexibility, while the understanding of technology's capabilities often simplified or improved the design. This role embraces that.\n\nYouâll work on our most challenging design problems, help others improve their designs by expanding and enhancing our in-house design system, and consult on bespoke design work needed by Product Engineers. To ground it with examples, Design Engineers at Ashby have:\n\n - Redesigned our mobile web app by talking with customers who use it often, wireframing new flows, implementing its design system, and using that system to turn the wireframes into a polished UI.\n\n - Built a set of flexible, composable components in our design system that allow other engineers to build beautiful, consistent setup wizards across our product easily.\n\n - Helped a Product Engineer improve the information hierarchy and scannability of their design for viewing a candidateâs assessments. Recruiters can quickly parse information and pick out anomalies.\n\nThe Design Engineer role is more common today than five years ago, but I believe Ashby offers a unique opportunity that few can match:\n\n - You work on a product at scale, not at an early-stage startup struggling to find users and get feedback on what youâve designed and built. At Ashby, your work will touch over 100,000 weekly active users, millions of candidates per week, and notable customers like Notion, Linear, Shopify, and Snowflake. Youâll get to test out ideas with our own recruiting team and hiring managers who use Ashby every day (like me), and often hear customer feedback as early as the day you release.\n\n - This role has always had the commitment of both Benji (CEO & Co-Founder) and me: Iâve held the role, steadfastly championed it since we started hiring in 2020, and havenât diluted its responsibilities as weâve grown (in fact, weâve doubled down).\n\n - You get to shape the UI and UX of a powerful and complex product. Our users need software that helps them move quickly while adapting to their unique workflows and preferences. As a result, our UI isnât a simple chatbox, but it canât rely on a sea of knobs and dials either. It needs to feel approachable to someone using it for the first time while offering increasingly powerful ways to customize and automate their work.\n\n \n\n\nWHY YOU SHOULDNâT APPLY\n\nDesign Engineers come in many flavors, not all of which fit our model. Here are some reasons you might not enjoy the role:\n\n - You only want to work on design systems. While improving our design system is one of many responsibilities, you wonât be able to work on it exclusively.\n\n - You like to do extensive research and user testing before implementation. The beauty of being part-Engineer is that you can build conviction by shipping to a subset of users (including our own team) and gathering feedback!\n\n - You want everything to be perfect before it gets into a userâs hands. One of the drivers of our success is that we ship fast. That often means we donât agonize over every detail and instead iterate over time, often letting user feedback and business needs drive prioritization.\n\n - You donât have excellent taste and execution in visual design. Design Engineers set the bar for visual design in our app and continually improve it, pushing its boundaries with each new feature or redesign.\n\n - You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. Youâd rather focus on the design and technical details.\n\n - You only want to do exciting work. Weâre building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs.\n\n \n\n\nWHAT SENIORITY/LEVEL TO APPLY FOR\n\nWeâve posted levels from Junior to Staff. The higher the level, the more experience and alignment with the role we expect when reviewing your application and while interviewing. Please apply to the one that sets the right expectations.\n\n - Junior Design Engineer (This Posting) - You should have no more than 2 years of industry experience as a designer or engineer. We want to see projects (personal or professional) with at least a couple of users that showcase great visual taste and burgeoning talent in both UI/UX and Engineering.\n\n - Design Engineer - This posting covers both Mid and Senior levels. You have 2+ years of continuous experience (e.g., internships donât count) as an Engineer or a Designer. You have good proficiency in both Design and Engineering, with exceptional proficiency in the discipline you practice full-time. Regardless of which discipline youâre coming from, we expect experience designing products and shipping code to hundreds of users (even if through side projects).\n\n - Staff Design Engineer - Weâre looking for folks whoâve practiced our flavor of Design Engineering professionally. It may not be through a formal title, but youâve made major contributions to a design system and designed and implemented features for hundreds of users and iterated on them through user feedback.\n\nInternally, we do not use these titles, but Engineers are leveled based on proficiency (which you can read about here https://www.ashbyhq.com/blog/engineering/leveling-and-compensation).\n\n \n\n\nWHAT WEâRE BUILDING\n\nAs engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.\n\nScheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform âCalendar Tetrisâ to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 𼾠TA software didnât help.\n\nAs hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software thatâs intelligent and powerful. Software that provides insights into where theyâre failing and automates or simplifies many of the tasks theyâre underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are!\n\n\n\n\nENGINEERING CULTURE\n\nOur engineering culture is motivated by Benjiâs (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through:\n\n - Minimal process with ownership over decisions normally made by product and design\n\n - Natural collaboration and deliberate communication\n\n - Investing in tools and abstractions that give us leverage\n\n - Putting effort into building a diverse team\n\n\n\n\nMINIMAL PROCESS & LOTS OF OWNERSHIP\n\nThe best engineers weâve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise.\n\nTraditional product-development processes arenât meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineerâs skill. But, consistency comes at the expense of an engineerâs time and freedomâboth ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesnât give others the opportunity to practice the behaviors that made the best engineers the âbest.â\n\nAt Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). Itâs a new level of ownership for many engineers, but weâd rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive.\n\n\n\n\nCOLLABORATION IS NATURAL & COMMUNICATION IS DELIBERATE\n\nOur engineering team consists of lifelong learners who are talented but also humble and kind (meet them here https://www.ashbyhq.com/team!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here https://www.ashbyhq.com/blog/company/thoughtful-communication).\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/d4679311-9dba-4031-bf5e-19ce78597ab1/calendar.png]\n\n\n\nWe also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region.\n\n\n\n\nINCREASE LEVERAGE, NOT TEAM SIZE\n\nWe built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. Weâve done this through investment in:\n\n - Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 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\n - AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here https://www.ashbyhq.com/blog/engineering/ai-ashby-engineering-and-the-future.\n\nHereâs an impromptu quote from Arjun in our company Slack of what itâs like to build a feature at Ashby:\n\n\n\n[https://app.ashbyhq.com/api/images/user-content/4ea5f68e-c33e-4ac9-831a-e732bee4a303/8d94727a-46d8-42a2-9627-ddcd7f822f95/arjun.png]\n\n\n\nAnd a demo of one of these building blocks:\n\n\n\n\nPUT EFFORT INTO DIVERSITY\n\nDiverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.\n\nToday, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together through pair programming, designing, writing design system specs collaboratively, and discussing decisions. There are no leetcode or whiteboard exercises.\n\nOur interview process is five rounds:\n\n - If we shortlist your application, weâll ask for a video walkthrough of a product or feature youâve designed.\n\n - Introduction call with a recruiter (30m, live). Be prepared to screen-share examples of your work.\n\n - A quick dive into some of your past work with me (30m, live). Be prepared to screen-share examples of your work.\n\n - A design take-home followed by a discussion of your decisions and reasoning (~4h async, 30m live)\n\n - Three interviews, a deep dive into a past design system or design project, a design system interview, and a pair-programming interview. (2h 45m, live)\n\nI will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect. Youâll meet 3-4 people in Design Engineering (with 5-15 minutes in each interview to ask them questions). If we donât give an offer, weâll provide feedback!\n\n\n\n\nYOUR FIRST THREE MONTHS AT ASHBY\n\nWe want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices. The product changes increase in scope and ambiguity from simple copy changes to the delivery of a prominent, impactful feature. Your manager will do a 30, 60, and 90-day review to give feedback and calibrate on how we work together.\n\nItâs a team effort to get you successfully onboarded; youâll have a peer paired with you to answer questions, pair program, and check in often to see if you need help. The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.\n\n\n\n\nTECHNOLOGY STACK\n\nOur tech stack is TypeScript (frontend & backend), React, GraphQL API, Node.js, Postgres, and Redis. Depending on the level youâre applying for and your past experience, we expect, at a minimum, good proficiency with TypeScript, React, and CSS. Proficiency with backend technologies is a plus, as it allows you to work without coordinating with Product Engineers.\n\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO, and we will encourage you to take it.\n\n - A minimum of 12 weeks of fully paid parental leave, covered by Ashby. For folks outside the US, it may be longer to be in line with regional requirements.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby. In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$98K â $165K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$98K - $165K","compensationTiers":[{"id":"76195490-c21e-4b02-a70b-26a0588a5cb4","tierSummary":"$135K â $165K ⢠Offers Equity","title":"SF & NYC","additionalInformation":null,"components":[{"id":"7188250e-e460-4f25-94ff-94ac95dadd7c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"856b0152-4326-4a76-aa9c-2b2d1a58aa38","summary":"$135K â $165K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":135000,"maxValue":165000}]},{"id":"8051d759-5fb2-439c-a296-ce46ef50a5bd","tierSummary":"$124K â $152K ⢠Offers Equity","title":"Seattle","additionalInformation":null,"components":[{"id":"45937ad2-714f-4397-8a1c-5cab2d36f893","summary":"$124K â $152K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":124000,"maxValue":152000},{"id":"21a0c4a0-e7eb-4c47-b59d-fb6a003bb952","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"deb2ea59-6f82-4205-8c79-8915c4142bf3","tierSummary":"$100K â $124K ⢠Offers Equity","title":"US Tier 2","additionalInformation":null,"components":[{"id":"023ea6a5-6f23-4459-8a32-f58f74493d2a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"3cb54cd2-0fce-48f0-903d-cf5649db28a5","summary":"$100K â $124K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":100000,"maxValue":124000}]},{"id":"f497b659-d07a-4f2c-b45e-83ac96fa8116","tierSummary":"$98K â $120K ⢠Offers Equity","title":"US Tier 3","additionalInformation":null,"components":[{"id":"f5671104-8fb6-4eab-9fad-35d91e1112f8","summary":"$98K â $120K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":98000,"maxValue":120000},{"id":"08145a28-89f8-4a14-b287-5edd8130e971","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":98000,"maxValue":165000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"19c11d7d-ec39-4c24-8bf3-866508171b81","title":"Engagement Manager - Americas","department":"Customer Success","team":"Professional Services","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-16T18:29:27.001+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/19c11d7d-ec39-4c24-8bf3-866508171b81","applyUrl":"https://jobs.ashbyhq.com/ashby/19c11d7d-ec39-4c24-8bf3-866508171b81/application","descriptionHtml":"Hi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Engagement Manager! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.
As an Engagement Manager, you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.
You will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.
This is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.
Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby
Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities
Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer
Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities
Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing
Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team
Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches
Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.
Refine how and when services are introduced and scoped within the sales cycle
Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services
5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting
Strong ability to diagnose business processes and translate them into scalable technical solutions
Experience with complex, multi-stakeholder deals with meaningful implementation components
Comfort navigating collaboration with both pre-sales and post-sales teams
Excellent communication skills, with the ability to influence executives and align cross-functional teams
Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility
Increasing win rates, especially in the Enterprise
Clear alignment between scope, expectations, and customer outcomes
Reduced implementation friction and faster time-to-value
Improved customer confidence and sentiment at kickoff and early lifecycle
Stronger partnership between Sales, Professional Services, and Customer Success
Increased retention and expansion driven by successful customer outcomes
As we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.
At Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:
30 min - Recruiter Screen with Talent Team
45 min - Interview with Head of Professional Services (Hiring Manager)
45 min - Change Management Challenge
Final Round Part 1:
30 min - Interview with VP of Customer Success
30 min - Interview with our Global Head of Solutions Engineering
Final Round Part 2:
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to sell a product that our prospects & customers are truly excited about.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ENGAGEMENT MANAGER - AMERICAS\n\nHi, Iâm John and Iâm the Head of Professional Services at Ashby. One of my favorite aspects of Ashby is our operating principle of Continuous Improvement https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#8---implement-continuous-improvement. Coupled with our principle of caring deeply about our customers, we often find ourselves wondering âwhat is a better way to accomplish thisâ. Thatâs why I am thrilled to be hiring our first Enterprise Engagement Manager! As a highly cross-functional member on our growing Professional Services team (within Ashbyâs Customer Success organization), youâll have the opportunity to start shaping our customersâ journeys before they kick off, ultimately upleveling the overall customer experience.\n\n\n\n\nABOUT THE ROLE\n\nAs an Engagement Manager, you will have responsibility for implementation and services scoping and design, as well as Statement of Work creation to capture recommendations. The SA is a member of the Professional Services (PS) organization and a close partner to the Enterprise Sales team. Broadly, the goal of this role is to ensure the success of Enterprise customers through professional services.\n\nYou will work directly with prospective customers and our Solutions Engineering team during the sales cycle to understand the current state, define a clear path to success, and shape both the deal and implementation approach accordingly. You will provide continuity between what was sold and what is delivered by ensuring a comprehensive handoff from Sales to PS.\n\nThis is a high-impact, highly cross-functional role focused on aligning pre-sales motions with implementation work to improve Enterprise sales win rates, accelerate time-to-value, and drive long-term customer outcomes. You will play a critical role in matching prospective customers with the approaches that best meet their needs, while helping Sales win complex deals by increasing buyer confidence and reducing perceived implementation risk.\n\n\n\n\nWHAT YOUâLL DO\n\n\nDESIGN AND CLOSE SUCCESSFUL PROFESSIONAL SERVICES OPPORTUNITIES (PRE-SALES)\n\n - Act as a trusted advisor to help prospective customers understand how to successfully implement Ashby\n\n - Partner with Account Executives and Solutions Engineers to scope and design implementation approaches for complex enterprise opportunities\n\n - Translate prospective customer needs and constraints into a tailored path to go-live, including an implementation strategy, success milestones, and services offerings required to support the customer\n\n - Align customer stakeholders (including executives) on desired outcomes, timelines, and responsibilities\n\n - Create, negotiate, and execute Statements of Work (SOWs) aligned with Professional Services best practices and offerings that accurately the required scope, effort, and sequencing\n\n\nCREATE CONTINUITY INTO DELIVERY (POST-SALES / EARLY LIFECYCLE)\n\n - Participate in the Sales handoff to ensure effective transition of recommendations and expectations to the post-sales team\n\n - Ensure alignment between pre-sales commitments and post-sales execution by participating in kickoff calls for customers with complex or highly custom recommended approaches\n\n\nIMPROVE PROFESSIONAL SERVICES GTM MOTIONS\n\n - Identify patterns across opportunities (what works, what breaks) and use these to refine our Enterprise Sales motion in partnership with Leadership.\n\n - Refine how and when services are introduced and scoped within the sales cycle\n\n - Contribute to playbooks, frameworks, and assets that improve how we sell and deliver services\n\n\nWHAT WEâRE LOOKING FOR\n\n - 5+ years of experience in Enterprise SaaS across one or more of: Solutions Consulting, Professional Services, or Management Consulting\n\n - Strong ability to diagnose business processes and translate them into scalable technical solutions\n\n - Experience with complex, multi-stakeholder deals with meaningful implementation components\n\n - Comfort navigating collaboration with both pre-sales and post-sales teams\n\n - Excellent communication skills, with the ability to influence executives and align cross-functional teams\n\n - Strong judgment and ability to balance customer needs, business outcomes, and operational feasibility\n\n\nWHAT SUCCESS LOOKS LIKE\n\n - Increasing win rates, especially in the Enterprise\n\n - Clear alignment between scope, expectations, and customer outcomes\n\n - Reduced implementation friction and faster time-to-value\n\n - Improved customer confidence and sentiment at kickoff and early lifecycle\n\n - Stronger partnership between Sales, Professional Services, and Customer Success\n\n - Increased retention and expansion driven by successful customer outcomes\n\n\nWHY THIS ROLE MATTERS\n\nAs we move upmarket, the complexity of our customersâand the importance of getting implementations just rightâcontinues to increase. This role ensures we are not just closing quickly, but closing them in a way that sets customers up for long-term success.\n\n\n\n\nTHE INTERVIEW\n\nAt Ashby, our team and interview process want to help you show your best self. Our interview process is structured to get to know you and your career as well as empower you with insight into our key focus areas. Here is the process in its entirety:\n\n - 30 min - Recruiter Screen with Talent Team\n\n - 45 min - Interview with Head of Professional Services (Hiring Manager)\n\n - 45 min - Change Management Challenge\n\n - Final Round Part 1:\n \n - 30 min - Interview with VP of Customer Success\n \n - 30 min - Interview with our Global Head of Solutions Engineering\n\n - Final Round Part 2:\n \n - 30 min - Interview with CEO\n \n - 10 min - Closing Questions with Hiring Manager\n\n\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to sell a product that our prospects & customers are truly excited about.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$155K â $220K ⢠Offers Equity ⢠Offers Commission","scrapeableCompensationSalarySummary":"$155K - $220K","compensationTiers":[{"id":"ea658a2c-9cf9-4852-9048-fdab66d06190","tierSummary":"OTE $155K â $220K ⢠Offers Equity ⢠Offers Commission","title":null,"additionalInformation":null,"components":[{"id":"e864fa73-72b5-400c-8860-fb696ed5fc41","summary":"OTE $155K â $220K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":155000,"maxValue":220000},{"id":"f51b3a1c-52e9-40a2-b0d5-aa545cbb7d85","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"1692f1ab-5b90-4a5b-a7e1-b6c8a469a991","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":155000,"maxValue":220000},{"compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}},{"id":"1cf7c730-caba-4fc3-8b98-52a0735ef14b","title":"Strategic Customer Success Manager, EMEA","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Remote - European Union","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-07-03T00:19:40.901+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"postalCode":"","addressRegion":"","addressCountry":"European Union","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/1cf7c730-caba-4fc3-8b98-52a0735ef14b","applyUrl":"https://jobs.ashbyhq.com/ashby/1cf7c730-caba-4fc3-8b98-52a0735ef14b/application","descriptionHtml":"Hi, Iâm Loren, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space.
Our Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. Weâre thrilled to be hiring our next CSM in EMEA as we continue to grow the team.
In this role, youâll partner with Ashbyâs largest and most complex customers, focusing on driving product adoption, customer health, and long-term value. Youâll help shape how we support a diverse set of enterprise customers, from high-growth teams to public companies.
Ashby is powerful and highly configurable, requiring depth of understanding. Youâll develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.
Role Requirements
You have a strong track record of customer success experience in B2B SaaS (at least five years), supporting enterprise customers on complex, configurable products, and driving enablement that improves product adoption and long-term customer outcomes.
You're excited to own a strategic book of enterprise customers ~20 strategic customers, exceeding $2m in total ARR. You consistently improve the quality of strategic partnerships through multi-threaded relationships and proactive ownership of customer health.
You have experience working closely with cross-functional partners across Sales, Product, Support, and Operations, aligning communication across stakeholder groups to deliver cohesive customer outcomes.
You love becoming a product and industry expert. You create âAh ha!â moments by tailoring configuration, driving product adoption, and crafting training to address a customerâs specific challenges so they achieve their intended business outcomes.
Youâve worked with technically complex products and show strong curiosity to explore details and understand how things work, enabling you to anticipate risk patterns and proactively support customers through evolving workflows and requirements.
You Should Apply If:
đŁ You communicate with precision and clarity. You can take something complex (like a multi-layered report or a nuanced workflow) and explain it simply and confidently to a range of stakeholders..
đ§ You are a listener first. You seek to understand what customers actually need and then advocate for them internally to shape how Ashby evolves for enterprise use cases.
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 practical, 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, learning and sharing what works, and turning those insights into repeatable processes for the team.
đ Your peers describe you as detail oriented. You send crisp follow-up emails, on time. You take pride in internal operations, including timely and accurate CRM updates.
đ You are always looking for ways to improve your work through data. You use signals and insights to reflect on whatâs working, spot risks, and adjust your approach.
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 prefer managing a broad, high-volume book of business rather than owning a smaller set of strategic, high-context customer relationships.
You're interested in managing customer accounts with infrequent and well-defined touchpoints, instead of adaptive, ongoing partnerships required for strategic partnerships.
You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as leading indicators. For renewal negotiation and upsell, we have a remarkable team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.
Youâre not excited by getting into the details. If diving into reporting nuances, workflow configuration, or hands-on change management with customers feels too granular or operational, this role likely isnât the right fit.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/. We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are already working with thousands of amazing companies, including Opendoor, Plaid, Airtable, Snyk, Benchling and SalesLoft.
Weâve built an incredible team and exceptional product over the past few years, and we are truly just getting started. In short, this is the perfect time to join đ
Our interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Ashby Recruiting - 30 Minutes
Hiring Manager Interview - 45 Minutes
Presentation - 45 Minutes
Final Panel Interview - 2 hours
Rather than a traditional panel interview with a large group, we structure our panel into a series of smaller conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting focused on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, how you work with sales, and dive into a product complexity exercise.
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Private medical insurance, dependent on your region
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Iâm Loren https://www.linkedin.com/in/lfoseid/, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space.\n\nOur Customer Success Team is passionate about shaping and scaling an exceptional upmarket customer experience across the Enterprise Segment. Weâre thrilled to be hiring our next CSM in EMEA as we continue to grow the team.\n\nIn this role, youâll partner with Ashbyâs largest and most complex customers, focusing on driving product adoption, customer health, and long-term value. Youâll help shape how we support a diverse set of enterprise customers, from high-growth teams to public companies.\n\nAshby is powerful and highly configurable, requiring depth of understanding. Youâll develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.\n\nRole Requirements\n\n - You have a strong track record of customer success experience in B2B SaaS (at least five years), supporting enterprise customers on complex, configurable products, and driving enablement that improves product adoption and long-term customer outcomes.\n\n - You're excited to own a strategic book of enterprise customers ~20 strategic customers, exceeding $2m in total ARR. You consistently improve the quality of strategic partnerships through multi-threaded relationships and proactive ownership of customer health.\n\n - You have experience working closely with cross-functional partners across Sales, Product, Support, and Operations, aligning communication across stakeholder groups to deliver cohesive customer outcomes.\n\n - You love becoming a product and industry expert. You create âAh ha!â moments by tailoring configuration, driving product adoption, and crafting training to address a customerâs specific challenges so they achieve their intended business outcomes.\n\n - Youâve worked with technically complex products and show strong curiosity to explore details and understand how things work, enabling you to anticipate risk patterns and proactively support customers through evolving workflows and requirements.\n\nYou Should Apply If:\n\n - đŁ You communicate with precision and clarity. You can take something complex (like a multi-layered report or a nuanced workflow) and explain it simply and confidently to a range of stakeholders..\n\n - đ§ You are a listener first. You seek to understand what customers actually need and then advocate for them internally to shape how Ashby evolves for enterprise use cases.\n\n - 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 practical, 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, learning and sharing what works, and turning those insights into repeatable processes for the team.\n\n - đ Your peers describe you as detail oriented. You send crisp follow-up emails, on time. You take pride in internal operations, including timely and accurate CRM updates.\n\n - đ You are always looking for ways to improve your work through data. You use signals and insights to reflect on whatâs working, spot risks, and adjust your approach.\n\n - 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).You prefer managing a broad, high-volume book of business rather than owning a smaller set of strategic, high-context customer relationships.\n\n - You're interested in managing customer accounts with infrequent and well-defined touchpoints, instead of adaptive, ongoing partnerships required for strategic partnerships.\n\n - You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as leading indicators. For renewal negotiation and upsell, we have a remarkable team of Contract Managers. As such, this role does not currently include variable pay, aligning with our strategy to hire product-oriented CSMs rather than adhering to the conventional Account Manager model.\n\n - Youâre not excited by getting into the details. If diving into reporting nuances, workflow configuration, or hands-on change management with customers feels too granular or operational, this role likely isnât the right fit.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/. We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are already working with thousands of amazing companies, including Opendoor, Plaid, Airtable, Snyk, Benchling and SalesLoft.\n\nWeâve built an incredible team and exceptional product over the past few years, and we are truly just getting started. In short, this is the perfect time to join đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45 Minutes\n\n - Presentation - 45 Minutes\n\n - Final Panel Interview - 2 hours\n \n - Rather than a traditional panel interview with a large group, we structure our panel into a series of smaller conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting focused on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, how you work with sales, and dive into a product complexity exercise.\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - Private medical insurance, dependent on your region\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"âŹ62K â âŹ133K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"âŹ62K - âŹ133K","compensationTiers":[{"id":"5dd2a023-5dd9-4238-bafb-c823f1e4a51b","tierSummary":"Tier 1 (Ireland, Netherlands, Germany, France, Denmark) âŹ112K â âŹ133K ⢠Offers Equity","title":"EUR","additionalInformation":null,"components":[{"id":"64c3a005-e33e-4f43-b12b-218bb32dd51e","summary":"Tier 1 (Ireland, Netherlands, Germany, France, Denmark) âŹ112K â âŹ133K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":112000,"maxValue":133000},{"id":"6d9e1cc8-f1be-46f0-9bb3-c619b313fe70","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"22f3dc9f-28b2-4e98-900c-6e61c259f54e","tierSummary":"EUR (Italy, Portugal, Spain, etc) âŹ62K â âŹ103K ⢠Offers Equity","title":"EUR","additionalInformation":null,"components":[{"id":"36887728-6b54-4f1e-9594-1cda2f1811f3","summary":"EUR (Italy, Portugal, Spain, etc) âŹ62K â âŹ103K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"EUR","minValue":62000,"maxValue":103000},{"id":"f051d53e-b2a4-4c74-88a9-b48cfcfa13e1","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"27287920-5b67-4cb2-b75c-8d9599435c0a","tierSummary":"UK ÂŁ110K â ÂŁ136K ⢠Offers Equity","title":"GBP","additionalInformation":null,"components":[{"id":"f64b8fa8-4f3e-4018-97ff-2cd8f11e1ae2","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"14a4be69-253b-47ea-921d-59760669dc14","summary":"UK ÂŁ110K â ÂŁ136K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"GBP","minValue":110000,"maxValue":136000}]}],"summaryComponents":[{"minValue":62000,"maxValue":133000,"currencyCode":"EUR","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"893cd08a-929c-4077-b39c-64bc34f347ea","title":"Customer Success Manager, APAC","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Australia","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Singapore","address":{"postalAddress":{"addressRegion":"","addressCountry":"Singapore","addressLocality":""}}},{"location":"South Korea","address":{"postalAddress":{"addressRegion":"","addressCountry":"South Korea","addressLocality":""}}},{"location":"Philippines","address":{"postalAddress":{"addressRegion":"","addressCountry":"Philippines","addressLocality":""}}},{"location":"Japan","address":{"postalAddress":{"addressRegion":"","addressCountry":"Japan","addressLocality":""}}}],"publishedAt":"2026-07-01T21:10:11.488+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"Australia","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/893cd08a-929c-4077-b39c-64bc34f347ea","applyUrl":"https://jobs.ashbyhq.com/ashby/893cd08a-929c-4077-b39c-64bc34f347ea/application","descriptionHtml":"Our Customer Success team is passionate about shaping and scaling an exceptional enterprise customer experience globally. As we continue to grow in APAC, we are excited to hire our first Customer Success Manager in region to support the implementation and full lifecycle of our Strategic and High Touch customers in the region.
In this role, you will serve as both the Implementation Specialist and CSM for a defined book of upmarket APAC customers. You will own the customer journey end to end, from implementation and onboarding through long-term adoption, customer health, and value realization.
You will partner with Ashbyâs customers, helping them get up and running quickly while also building deep, ongoing strategic relationships. Ashby is powerful and highly configurable, and this role requires both technical depth and customer leadership. You will develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.
This role is ideal for someone who thrives in complexity, enjoys hands-on execution, and is excited to help shape how we support customers in a new region.
Role Requirements
You have a strong background in Customer Success in B2B SaaS (5+ years preferred), supporting Enterprise or Strategic customers on complex, configurable products and driving adoption, engagement, and long-term outcomes.
You are excited to own a strategic book of customers in APAC, balancing both implementation work and ongoing Customer Success for our upmarket customers.
You build trusted, multi-threaded relationships with senior stakeholders and act as a proactive owner of customer health, risk, and value realization.
You partner closely with Sales, Product, Support, Professional Services, and Operations to deliver cohesive, high-quality customer outcomes across the full lifecycle.
You have experience managing end-to-end implementations and onboarding projects, including defining scope, aligning stakeholders, communicating project plans, and delivering against milestones and expectations.
You act as the customerâs guide throughout implementation, ensuring expedited time to value and a smooth transition into steady-state customer success.
You are comfortable working in a remote-first environment and can travel up to 10 percent as needed for strategic customer engagements in APAC.
You love becoming a product and industry expert. You create âahaâ moments by tailoring configuration, workflows, and training to each customerâs specific hiring challenges.
You have worked with technically complex products and are deeply curious about how things work, enabling you to anticipate risks, troubleshoot issues, and support evolving customer requirements.
You take pride in advising customers on best practices to ensure they get maximum value from Ashby.
You are experienced in change management and help customers successfully adopt new systems, workflows, and ways of working.
You think critically and proactively identify themes across customers, using those insights to improve internal processes, implementation approaches, and customer playbooks.
You use data, signals, and metrics to assess adoption, spot risk, and continuously refine your approach.
You are comfortable operating as the first Customer Success hire in APAC, bringing curiosity, ownership, and initiative to develop the region, define best practices, and partnering cross-functionally.
You Should Apply If:
đŁ You communicate with clarity and precision. You can distill complex workflows, reports, or technical concepts into simple, confident guidance for a range of stakeholders.
đ§ You are a listener first. You seek to deeply understand customer needs and advocate for them internally to shape how Ashby evolves for enterprise use cases.
âď¸ You thrive in complexity. You are energized by learning a powerful, configurable product and translating that knowledge into practical solutions.
đ§âđŤ You love teaching and coaching. You see every interaction as an opportunity to help customers grow and succeed.
đ Your peers describe you as detail-oriented. You send crisp follow-ups, keep projects on track, and take pride in strong internal operations and CRM hygiene.
đ You are data-driven. You use insights to evaluate what is working, identify risks, and improve outcomes over time.
đ You are adaptable. You are excited to help shape and evolve our enterprise and APAC customer motion as the region scales. While there are in-region Product Support Specialists and a Support Manager, youâll be our founding CSM!
đĽ You may have experience as a recruiter, hiring manager, or interviewer, which helps you quickly connect Ashbyâs workflows to real-world hiring challenges (nice to have, not required).
Why you shouldnât apply:
You are looking for a role with infrequent, transactional customer interactions instead of hands-on, ongoing partnerships.
You prefer exclusively commercial account management with variable compensation. This role focuses on implementation, adoption, engagement, and long-term value rather than renewals or upsell negotiation.
You are not excited by hands-on execution, detailed configuration, project management, or change management work.
You prefer working with simple, point-solution products rather than a deep, highly configurable platform.
Weâre building the next generation of enterprise software and weâre starting with a suite of products that empower talent leaders, recruiters, and hiring managers to be a driving force for revenue & efficiency via a holistic, data-centric talent strategy.
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!).
Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 4,000 customers, very low churn, and many years of runway. In short, it's the perfect time to join! đ
Our interview process is designed to be thorough and transparent, ensuring mutual fit for both you and Ashby. The process for this role includes:
Recruiter Screen (30 minutes)
Hiring Manager Interview (45 minutes)
Interview with the Implementation Team (30 mins)
Implementation or Customer Scenario Presentation (45 to 60 minutes)
Panel Interview (approximately 2 hours)
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Generous paid family leave.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nOur Customer Success team is passionate about shaping and scaling an exceptional enterprise customer experience globally. As we continue to grow in APAC, we are excited to hire our first Customer Success Manager in region to support the implementation and full lifecycle of our Strategic and High Touch customers in the region.\n\nIn this role, you will serve as both the Implementation Specialist and CSM for a defined book of upmarket APAC customers. You will own the customer journey end to end, from implementation and onboarding through long-term adoption, customer health, and value realization.\n\nYou will partner with Ashbyâs customers, helping them get up and running quickly while also building deep, ongoing strategic relationships. Ashby is powerful and highly configurable, and this role requires both technical depth and customer leadership. You will develop strong product and domain expertise to help customers apply Ashby within their hiring workflows and achieve hiring excellence.\n\nThis role is ideal for someone who thrives in complexity, enjoys hands-on execution, and is excited to help shape how we support customers in a new region.\n\n\n\nRole Requirements\n\n\nCUSTOMER SUCCESS & ACCOUNT OWNERSHIP\n\n - You have a strong background in Customer Success in B2B SaaS (5+ years preferred), supporting Enterprise or Strategic customers on complex, configurable products and driving adoption, engagement, and long-term outcomes.\n\n - You are excited to own a strategic book of customers in APAC, balancing both implementation work and ongoing Customer Success for our upmarket customers.\n\n - You build trusted, multi-threaded relationships with senior stakeholders and act as a proactive owner of customer health, risk, and value realization.\n\n - You partner closely with Sales, Product, Support, Professional Services, and Operations to deliver cohesive, high-quality customer outcomes across the full lifecycle.\n\n\nIMPLEMENTATION & PROJECT MANAGEMENT\n\n - You have experience managing end-to-end implementations and onboarding projects, including defining scope, aligning stakeholders, communicating project plans, and delivering against milestones and expectations.\n\n - You act as the customerâs guide throughout implementation, ensuring expedited time to value and a smooth transition into steady-state customer success.\n\n - You are comfortable working in a remote-first environment and can travel up to 10 percent as needed for strategic customer engagements in APAC.\n\n\nPRODUCT, TECHNICAL, AND DOMAIN EXPERTISE\n\n - You love becoming a product and industry expert. You create âahaâ moments by tailoring configuration, workflows, and training to each customerâs specific hiring challenges.\n\n - You have worked with technically complex products and are deeply curious about how things work, enabling you to anticipate risks, troubleshoot issues, and support evolving customer requirements.\n\n - You take pride in advising customers on best practices to ensure they get maximum value from Ashby.\n\n\nCHANGE MANAGEMENT & PROBLEM SOLVING\n\n - You are experienced in change management and help customers successfully adopt new systems, workflows, and ways of working.\n\n - You think critically and proactively identify themes across customers, using those insights to improve internal processes, implementation approaches, and customer playbooks.\n\n - You use data, signals, and metrics to assess adoption, spot risk, and continuously refine your approach.\n\n - You are comfortable operating as the first Customer Success hire in APAC, bringing curiosity, ownership, and initiative to develop the region, define best practices, and partnering cross-functionally.\n\n\n\nYou Should Apply If:\n\n - đŁ You communicate with clarity and precision. You can distill complex workflows, reports, or technical concepts into simple, confident guidance for a range of stakeholders.\n\n - đ§ You are a listener first. You seek to deeply understand customer needs and advocate for them internally to shape how Ashby evolves for enterprise use cases.\n\n - âď¸ You thrive in complexity. You are energized by learning a powerful, configurable product and translating that knowledge into practical solutions.\n\n - đ§âđŤ You love teaching and coaching. You see every interaction as an opportunity to help customers grow and succeed.\n\n - đ Your peers describe you as detail-oriented. You send crisp follow-ups, keep projects on track, and take pride in strong internal operations and CRM hygiene.\n\n - đ You are data-driven. You use insights to evaluate what is working, identify risks, and improve outcomes over time.\n\n - đ You are adaptable. You are excited to help shape and evolve our enterprise and APAC customer motion as the region scales. While there are in-region Product Support Specialists and a Support Manager, youâll be our founding CSM!\n\n - đĽ You may have experience as a recruiter, hiring manager, or interviewer, which helps you quickly connect Ashbyâs workflows to real-world hiring challenges (nice to have, not required).\n\nWhy you shouldnât apply:\n\n - You are looking for a role with infrequent, transactional customer interactions instead of hands-on, ongoing partnerships.\n\n - You prefer exclusively commercial account management with variable compensation. This role focuses on implementation, adoption, engagement, and long-term value rather than renewals or upsell negotiation.\n\n - You are not excited by hands-on execution, detailed configuration, project management, or change management work.\n\n - You prefer working with simple, point-solution products rather than a deep, highly configurable platform.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software and weâre starting with a suite of products that empower talent leaders, recruiters, and hiring managers to be a driving force for revenue & efficiency via a holistic, data-centric talent strategy.\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!).\n\nOur growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, over 4,000 customers, very low churn, and many years of runway. In short, it's the perfect time to join! đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is designed to be thorough and transparent, ensuring mutual fit for both you and Ashby. The process for this role includes:\n\n 1. Recruiter Screen (30 minutes)\n\n 2. Hiring Manager Interview (45 minutes)\n\n 3. Interview with the Implementation Team (30 mins)\n \n Implementation or Customer Scenario Presentation (45 to 60 minutes)\n\n 4. Panel Interview (approximately 2 hours)\n\n\n\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Generous paid family leave.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"A$135K â A$189K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"A$135,000 - A$189,000","compensationTiers":[{"id":"fd7ef60a-e5e2-43fd-8ad6-a6d2967d63a9","tierSummary":"AUD A$135,000 â A$189,000 ⢠Offers Equity","title":"Australia","additionalInformation":null,"components":[{"id":"5d7908c5-233a-4885-a0fe-9bf3145df9f4","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"4832b977-623d-4e40-8c9a-b8a6909f52d5","summary":"AUD A$135,000 â A$189,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":135000,"maxValue":189000}]},{"id":"359dfd1e-55f5-4362-a581-9d1e34cd9fc9","tierSummary":"SGD SGD 132,000 â SGD 184,000 ⢠Offers Equity","title":"Singapore","additionalInformation":null,"components":[{"id":"3df16dd2-33c3-4462-9e68-07d6c7824214","summary":"SGD SGD 132,000 â SGD 184,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"SGD","minValue":132000,"maxValue":184000},{"id":"9f070e77-c0cd-4e22-a59f-2da273166523","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"e9c25d4c-67cb-4c0f-9b7a-3daa180674c0","tierSummary":"JPY ÂĽ12,120,000 â ÂĽ17,196,000 ⢠Offers Equity","title":"Japan","additionalInformation":null,"components":[{"id":"3607c39e-b25d-45b0-b64d-27483743fb48","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"610612e7-ddf2-40fb-9d9e-af3ec2811f04","summary":"JPY ÂĽ12,120,000 â ÂĽ17,196,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"JPY","minValue":12120000,"maxValue":17196000}]},{"id":"563db231-bf2c-4932-ba7b-bc899fb78741","tierSummary":"South Korea âŠ122,500,000 â âŠ172,720,000 ⢠Offers Equity","title":"South Korea","additionalInformation":null,"components":[{"id":"60ca29f4-8a47-4817-a1e0-4b73312b6f61","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"d40f5b0d-be80-4d82-be7d-1d0a2aa14003","summary":"South Korea âŠ122,500,000 â âŠ172,720,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"KRW","minValue":122500000,"maxValue":172720000}]},{"id":"4bc031f2-b99e-47b0-914c-4b277c9941bb","tierSummary":"PHP âą1,805,000 â âą2,562,000 ⢠Offers Equity","title":"Philippines","additionalInformation":null,"components":[{"id":"29cc1ce1-4cfb-445d-8658-dca31e8a25b5","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"c7bd72b4-ff0c-48fd-8af2-55e39eb6c3b2","summary":"PHP âą1,805,000 â âą2,562,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"PHP","minValue":1805000,"maxValue":2562000}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"AUD","minValue":135000,"maxValue":189000}]}},{"id":"38281574-0880-473a-a4f1-bfbb7eedfa18","title":"Mid-Market Customer Success Manager - America","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-06-24T17:01:01.324+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/38281574-0880-473a-a4f1-bfbb7eedfa18","applyUrl":"https://jobs.ashbyhq.com/ashby/38281574-0880-473a-a4f1-bfbb7eedfa18/application","descriptionHtml":"Hi, Iâm Denise, and Iâm the Head of High-Touch (Mid-Market) Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional customer experience for our high-touch customer segment, which primarily supports mid-market and growth-stage organizations. Iâm excited to be hiring our next CSM as we continue expanding globally.
As a member of our Customer Success team, you will help us continue to grow our High-Touch Customer Success function. In this role, youâll partner closely with customers to drive adoption, deliver strategic guidance, conduct product trainings and partnership reviews, and identify opportunities for expanded use cases and long-term value realization. Youâll also collaborate with a talented group of CSMs across the High-Touch team to continuously evolve how we support companies ranging from high-growth startups to public enterprises.
Ashby is designed to be powerful and flexible, allowing customers to tailor the platform to their unique hiring processes and workflows. Because of this, there is a lot to learn. You will become both a product and domain expert, enabling customers to make the most of Ashby and drive hiring excellence across their organizations.
Role Requirements:
You have a strong track record of Customer Success experience in B2B SaaS (at least two years), supporting customers through the adoption and long-term optimization of complex technologies. You enjoy building trusted partnerships with customers and helping them realize measurable value throughout the customer lifecycle.
You have experience managing a portfolio of approximately 60 mid-market customers with over $1.5M in total ARR. Youâre comfortable balancing proactive engagement across a broad book of business while building strong relationships with a diverse set of stakeholders to drive adoption, retention, and growth.
You have experience partnering cross-functionally with teams such as Sales, Marketing, Product, Support, and Operations to advocate for customer needs and deliver a seamless customer experience.
You enjoy becoming a product expert and have demonstrated this in previous Customer Success roles. You create âahaâ moments by tailoring trainings, workflow guidance, and strategic recommendations to each customerâs unique goals and challenges.
Youâve worked with technically complex products and bring strong curiosity and problem-solving skills to understanding how systems, workflows, and integrations operate in practice
You Should Apply If:
đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.
đ§ You are a great listener. You see your role as providing the voice of the customer to internal stakeholders so we can ensure that our product roadmap continues delivering value.
đYou enjoy working with a larger book of varied customers, and can effectively prioritise your time to make the biggest impact.
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.
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.
Why you shouldnât apply:
You thrive with a smaller, more focused book of customers,. 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 well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)
You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay.
Youâre afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals feels âbeneath youâ, this job isnât going to be for you.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ
Our interview process is thorough - we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Ashby Recruiting - 30 Minutes
Hiring Manager Interview - 45 Minutes
Mock Customer Call - 45 Minutes
Final Panel Interview - 2 hours
Rather than a traditional panel interview with a large group, we structure our panel into a series of smaller conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting focused on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, how you work with sales, and dive into a product complexity exercise.
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby - do it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT THIS ROLE\n\nHi, Iâm Denise https://www.linkedin.com/in/deniseeures/, and Iâm the Head of High-Touch (Mid-Market) Customer Success at Ashby. Our team is passionate about shaping and scaling an exceptional customer experience for our high-touch customer segment, which primarily supports mid-market and growth-stage organizations. Iâm excited to be hiring our next CSM as we continue expanding globally.\n\nAs a member of our Customer Success team, you will help us continue to grow our High-Touch Customer Success function. In this role, youâll partner closely with customers to drive adoption, deliver strategic guidance, conduct product trainings and partnership reviews, and identify opportunities for expanded use cases and long-term value realization. Youâll also collaborate with a talented group of CSMs across the High-Touch team to continuously evolve how we support companies ranging from high-growth startups to public enterprises.\n\nAshby is designed to be powerful and flexible, allowing customers to tailor the platform to their unique hiring processes and workflows. Because of this, there is a lot to learn. You will become both a product and domain expert, enabling customers to make the most of Ashby and drive hiring excellence across their organizations.\n\nRole Requirements:\n\n - You have a strong track record of Customer Success experience in B2B SaaS (at least two years), supporting customers through the adoption and long-term optimization of complex technologies. You enjoy building trusted partnerships with customers and helping them realize measurable value throughout the customer lifecycle.\n\n - You have experience managing a portfolio of approximately 60 mid-market customers with over $1.5M in total ARR. Youâre comfortable balancing proactive engagement across a broad book of business while building strong relationships with a diverse set of stakeholders to drive adoption, retention, and growth.\n\n - You have experience partnering cross-functionally with teams such as Sales, Marketing, Product, Support, and Operations to advocate for customer needs and deliver a seamless customer experience.\n\n - You enjoy becoming a product expert and have demonstrated this in previous Customer Success roles. You create âahaâ moments by tailoring trainings, workflow guidance, and strategic recommendations to each customerâs unique goals and challenges.\n\n - Youâve worked with technically complex products and bring strong curiosity and problem-solving skills to understanding how systems, workflows, and integrations operate in practice\n\nYou Should Apply If:\n\n - đŁ You demonstrate mastery of clear communication. You ask questions with precision and can explain complex concepts in simple terms.\n\n - đ§ You are a great listener. You see your role as providing the voice of the customer to internal stakeholders so we can ensure that our product roadmap continues delivering value.\n\n - đYou enjoy working with a larger book of varied customers, and can effectively prioritise your time to make the biggest impact.\n\n - 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 - 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\nWhy you shouldnât apply:\n\n - You thrive with a smaller, more focused book of customers,. 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 well-defined touchpoints (rather than excited by the fluidity required of early stage CS work)\n\n - You shine as an exclusively commercial CSM, motivated by variable compensation. While our team's north star metric is revenue retention, we focus on adoption and engagement as our leading indicators. For renewal negotiation and upsell, we have a lovely team of Contract Managers. As such, this role does not currently include variable pay.\n\n - Youâre afraid of rolling up your sleeves. If the idea of getting in the weeds with a customer about the nuance between a time in process report and a time to hire report feels too granular, or project managing a workflow change for offer approvals feels âbeneath youâ, this job isnât going to be for you.\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough - we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Ashby Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45 Minutes\n\n - Mock Customer Call - 45 Minutes\n\n - Final Panel Interview - 2 hours\n \n - Rather than a traditional panel interview with a large group, we structure our panel into a series of smaller conversations. This gives you the opportunity to meet with multiple team members in a more conversational setting focused on specific topics, instead of a formal Q&A. You'll discuss how you approach problem solving, how you work with sales, and dive into a product complexity exercise.\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby - do it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$110K â $161K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$110K - $161K","compensationTiers":[{"id":"aa6e92e0-d18a-4169-87f5-29ac2d33ddc1","tierSummary":"US $110K â $145K ⢠Offers Equity","title":"US","additionalInformation":null,"components":[{"id":"31cb94b9-fda2-4289-a1d3-ad958ba5f299","summary":"US $110K â $145K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":110000,"maxValue":145000},{"id":"e85fb041-7a14-4b0c-9001-00b29596e5e1","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"deb90ca5-ddf2-4b2f-b21d-aa843006b0cc","tierSummary":"SF & NYC $126.5K â $161K ⢠Offers Equity","title":"SF & NYC","additionalInformation":null,"components":[{"id":"64c81b08-3092-4e49-95c0-81fdde219081","summary":"SF & NYC $126.5K â $161K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":126500,"maxValue":161000},{"id":"65e72951-98e6-4023-8002-ed76b13d9125","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":110000,"maxValue":161000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"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":"Boston","address":{"postalAddress":{"addressRegion":"Massachusetts","addressCountry":"USA","addressLocality":"Boston"}}},{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}},{"location":"Chicago","address":{"postalAddress":{"addressRegion":"Illinois","addressCountry":"USA","addressLocality":"Chicago"}}}],"publishedAt":"2026-06-16T12:49:19.202+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"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 4,000 amazing customers including OpenAI, Ramp, Deliveroo, and Notion
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.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"ABOUT 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 4,000 amazing customers including OpenAI, Ramp, Deliveroo, and Notion\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\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\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\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\n\n\nBONUS:\n\n - đ¤ You have sold to Talent or HR personas\n\n - âď¸ Prior BDR experience\n\n\n\n\nREASONS NOT TO APPLY:\n\n - You aren't excited about a new business focused role that includes pipeline generation work\n\n - You are uncomfortable delivering your own product demos, preferring to defer to an SE\n \n \n\n\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\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.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$180,000 â $280,313 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$180,000 - $280,313","compensationTiers":[{"id":"22f7e144-e207-47d7-8277-442a4778fb55","tierSummary":"OTE $180,000 â $243,750 ⢠Offers Equity ⢠Offers Commission","title":"USA","additionalInformation":null,"components":[{"id":"904271dd-19c7-4d4c-a029-88b24fedf695","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"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":"f1f2bcfb-e0b6-400a-96d9-2fd1a3f83fa6","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","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}]},{"id":"97578dcf-47af-485c-91ee-398ee2c8caf7","tierSummary":"OTE $207,000 â $280,313 ⢠Offers Equity ⢠Offers Commission","title":"SF & NYC","additionalInformation":null,"components":[{"id":"8ecb7205-244d-4ec8-982f-a3b92f7988c1","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"cd141e69-65ad-44a5-981d-5d2ddaca8ed9","summary":"OTE $207,000 â $280,313","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":207000,"maxValue":280313},{"id":"4a1295fb-89d5-4a1b-bef2-c4b22f156d64","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":180000,"maxValue":280313,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"f310f690-cfad-45d7-9fed-0691dca3d67f","title":"Technical Recruiter - Americas","department":"People & Talent","team":"Recruiting","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}},{"location":"Seattle","address":{"postalAddress":{"addressRegion":"Washington","addressCountry":"USA","addressLocality":"Seattle"}}},{"location":"New York","address":{"postalAddress":{"addressRegion":"New York","addressCountry":"USA","addressLocality":"New York"}}},{"location":"San Francisco","address":{"postalAddress":{"addressRegion":"CA","addressCountry":"USA","addressLocality":"San Francisco"}}},{"location":"Toronto","address":{"postalAddress":{"addressRegion":"Ontario","addressCountry":"Canada","addressLocality":"Toronto"}}}],"publishedAt":"2026-06-05T05:53:56.813+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/f310f690-cfad-45d7-9fed-0691dca3d67f","applyUrl":"https://jobs.ashbyhq.com/ashby/f310f690-cfad-45d7-9fed-0691dca3d67f/application","descriptionHtml":"The Story!
Hi đđź I'm Josh, Technical Recruiting Manager at Ashby. I've been at Ashby since March 2025, and it's been quite the whirlwind! I joined as the first dedicated Technical Recruiter, and since then have watched everything go up and to the right, whether that be revenue, hiring goals, or team size.
I now lead the Tech Recruiting team, which has grown to 6 people spread across North America + Europe, and we've doubled the size of the engineering team since I joined. As you may have guessed by the fact that I'm hiring for this role, we're not slowing down anytime soon!
Iâm still new enough to remember all the things that impressed me most when I joined. Here are a few highlights:
How involved the recruiting team is in shaping the product. We're not only impacting the product indirectly by hiring the incredible talent that works here, but also by getting to give direct product feedback as an internal resource for our eng, product + design teams as they design new features make recruiters' lives easier.
A whole new level of hiring manager involvement in recruiting. As in: hiring managers scheduling onsite loops themselves (with a little help from our pretty awesome product), writing some of the best job descriptions Iâve ever seen, and playing the role of recruiter from end to end creating an exceptional candidate experience.
The highly intentional engineering culture truly is a magnet for exceptional engineering talent.
Getting to test all the most cutting-edge Ashby features before anyone else and exploring how they can be used in creative ways.
Joining us means being part of a talented team, tackling the challenges of our stage, and contributing to our team and product growth. We value humility, continuous improvement and a dedication to excellence (more here). If you are passionate about bringing your unique strengths to the team and building a culture of success, we would love to hear from you.
The Role
Ashby is seeking a Technical Recruiter with a proven track record of discovering and hiring amazing technical talent. Iâm looking for someone with breadth across technical hiring beyond just engineering (think Engineering plus some combination of Product Design, Product Management, IT, Security, QA, and Data).
Weâre prioritizing a relationship builder who can partner with a wide range of stakeholders, manage multiple searches at once, and create a repeatable yet flexible process that works across the organization.
Youâll need to know how to adjust your approach and manage your time to be successful across different recruiting scopes. Here are a few examples of what might fall on your plate:
Coaching first-time hiring managers on how to build an exceptional recruitment process from the ground up.
Deep market mapping and analysis to predict where the next wave of top talent is currently being cultivated.
Partnering directly with the VP/ founder level, where you need to extract key information in a limited amount of time.
Balancing periods of managing multiple roles in different domains with times where you are deep-diving into a single position.
Please donât expect to walk into perfect. Though weâre doing a lot of things well, the Tech Recruiting function is barely a year old, which means we are still figuring out how to operate optimally and at scale. But if youâre someone who is excited by the chance to build, we have a great foundation and every tailwind you could ask for.
If youâve used Ashby before, thatâs great! Iâd love to dive into how youâre getting the most out of the product today. If not, I promise itâs not a blocker; in fact, none of the recruiters Iâve hired so far had used Ashby as their day-to-day ATS before joining.
To be qualified for this role, you must have the following:
Proven track record as an expert âEngineeringâ Recruiter in a product-led company with some exposure to other technical roles such as Product Design, Product Management, IT, Security, QA, and Data
Ideally, have been focused on technical hiring from within a SaaS company for a significant portion of your career
You've owned hiring for staff+ technical roles. We're heavily weighted to senior+ engineering talent, so we need someone comfortable working on more senior searches
Youâve operated with autonomy and are used to leading searches end-to-end. We value competency over tenure, but you have a foundation of proven experience that allows you to establish instant credibility with technical leadership
Youâve worked somewhere with a very high talent bar and understand the subtle indicators that separate 'good' from 'great' technical talent
Data-driven mindset, able to optimize your workflows, balancing diversity, quality, and volume.
Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.
If you need someone else to do any of the following, then this role is probably not for you:
Boolean search and talent mapping activities
Requisition qualification with senior leaders
High volumes of outreach and screening calls
Prioritization of your workload
You may want to apply if youâre excited about:
Developing processes that focus on the highest quality of hire as we scale.
Strategizing creative ways to accelerate hiring, as well as getting your hands dirty finding and evaluating candidates.
Scaling a recruiting function by xâs, not %. Weâre looking to 2xâ5x our hiring, not increase it by 20%. Ideally, youâve been through a similar startup journey or have seen what it takes to increase hiring by an order of magnitude.
Being part of a documentation-first culture where \"the best idea wins.\" This means being able to communicate concisely and effectively through long-form writing - a skillset I donât see as prevalent on many recruiting teams!
Staying at the forefront of the recruiting industry. You want to have an impact on the TA space, so you're excited about being an internal tester for our product teams, a resource for sales and marketing, and demoing Ashby features to prospective customers.
Storytelling through data. At Ashby, we have an incredible analytics suite; youâre excited to dig deep to discover unexpected insights into what makes a great hire and how we can improve our process.
Why you shouldn't apply:
Youâre a hiring generalist. While I value versatility, this role requires extensive experience in technical hiring across Product, Engineering, Design, and adjacent technical functions.
You want heavy candidate contact after the initial stages. We run a hiring-manager-led process, meaning they handle the deep relationship building with candidates. Youâll be the strategic, guiding hand behind the scenes.
The majority of your career has been in high-volume or early to mid-stage career hiring. We hire frustratingly patiently and almost exclusively focus on senior+ talent.
You struggle with autonomy. Everyone says they don't want to be micromanaged (who does!) but I find many people actually crave a certain level of direction + structure. In this role, I'm going to give you areas to own and a lot of freedom; some people can find that paralyzing.
You're coming in with a playbook. Having a perspective on how things \"should\" be done is valuable, but first-principles thinking and creativity are what we actually need here.
What signal am I looking for?
Not every great recruiter is a great fit for every role. I want to share some of the unorthodox things that I think make a recruiter great. Hopefully, this gives you a sense of what I look for in a teammate:
Strong recruiting instincts: The best recruiters Iâve seen can drive urgency the moment they find an exceptional candidate. Theyâre ready to risk their reputation and move any obstacle to give us the best chance to hire them. The tough part is that you have to be right, and thatâs where excellent judgment comes in. You need to balance a reliable recruiting system with the agility to treat unique situations with the nuance they deserve.
High standards for themselves: Some people have a mental block where they simply can't bring themselves to submit poor work. They hold themselves to a very high standard, and those standards trickle down into doing the little things exceptionally well.
Spikiness and self-awareness: Iâd rather have someone exceptional in one area than someone who is just good across the board. I like people who recognize that doubling down on their strengths will set them apart more than trying to round out every weakness.
Left and right-brain thinkers: Iâm greedy and I want to see people who can use both sides. I love recruiters who approach experimentation with scientific rigor and love to slice and dice pass-through rate data daily. Equally, I want to see creativity in how we uncover new sources of talent, how we attract candidates, or how we utilize a tool in an unexpected way.
Embodying the power of incremental gains: Obsessed with compounding and always thinking about where to make small improvements to your workflow. Right now, I see this showing up most often in how people experiment with new AI tooling.
Curiosity about the recruiting + startup landscape: Recruiting, especially technical recruiting, is a dynamic landscape that shifts quickly. If you don't have a finger on the pulse of the broader startup ecosystem, itâs hard to have a complete picture of what is happening on the field. Being curious about the world and staying up to date (whether through newsletters, podcasts, or your own social circles) allows you to show up as a true subject matter expert.
Sharpness and intellectual humility: Youâre a natural thought-sparring partner who embodies âstrong views, loosely held.â Youâre quick enough to spot the real issue and start solving it while everyone else is still talking about whatâs wrong
Instructions:
Take your time with your application; you do not need to be first to apply or in the first 100 to get this job. I currently plan to have this role open until Monday July 13th at 8:00pm PT. We will review EVERY application and speak to the shortlist we make based on the applications. There are no prizes for being first and no advantages to be gained by reaching out, being referred or knowing someone here, so please don't message anyone at Ashby.
Here's some resume feedback we've created from past Recruiter hiring processes that we've given to applicants we have screened out, based on reviewing hundreds of Recruiter/Sourcer resumes. I hope you find this useful in tailoring your application!
1. Resumes showed minimal experience as a Full Lifecycle Recruiter, recruiting for technical roles. We will only hire someone with deep technical hiring experience.
2. Role descriptions on resumes focusing on projects or leadership rather than delivery of hires for technical roles. Projects and leadership are great, but I needed to see the evidence of you doing the Recruiting work.
3. Resumes showed no or minimal experience of hiring in a Product led Engineering environment. As per the job description, we were looking for SaaS experience ideally. Though I believe there are excellent recruiters in many environments, I need to be able to clearly see how your experience matches with Ashby's current stage of growth.
4. Resumes didn't articulate the impact that the applicant had in past roles. The JD stated \"Data-driven mindset, able to optimize your workflows\" and data can show this impact.
5. Answers to the application questions. These are not \"nice to haves\" for us, your application answers are the primary thing we assess to determine fit. Each question had context provided or real meaning for us, beyond what we would see in your resume.
6. Resumes had a general lack of specifics. \"Recruited a variety of roles\" doesn't tell the reader that you've handled Software Engineering recruiting. Likewise, a company name alone doesn't help the reader know it's Product led organization. On that last point, a little blurb about the company is really helpful for anyone reading the resume and helps them avoid mistakes by thinking that a company isn't from \"X\" sector.
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.
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 talking through past projects and conducting a short but realistic assignment. Our interview process is 4 rounds:
30-minute introduction call to discuss Ashby and your past work with Josh, so expect a traditional recruiting screen.
A take-home assignment that will ask you to create a hiring strategy for a role, as well as an example of a tailored outreach to a specific candidate that we will provide you.
60-minute deeper dive into your Recruiting experience that will follow on from your assignment submission with Abhik (VP, Engineering + Co-Founder).
A virtual onsite loop: 2.5 hours:
(60 mins) Meeting with Jim (VP, People) to share more about the current state of recruiting at Ashby
(30 mins) A sourcing-focused interview with Eric
(30 mins) Meeting with one of our recruiting managers + one of our recruiters to dive deeper into stakeholder management.
(30 mins) Meeting with one of our engineering leaders
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, have incredible product market fit, and are backed by great investors, including Y Combinator, Elad Gil and Lachy Groom.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"The Story!\n\nHi đđź I'm Josh https://www.linkedin.com/in/joshbourke/, Technical Recruiting Manager at Ashby. I've been at Ashby since March 2025, and it's been quite the whirlwind! I joined as the first dedicated Technical Recruiter, and since then have watched everything go up and to the right, whether that be revenue, hiring goals, or team size.\n\nI now lead the Tech Recruiting team, which has grown to 6 people spread across North America + Europe, and we've doubled the size of the engineering team since I joined. As you may have guessed by the fact that I'm hiring for this role, we're not slowing down anytime soon!\n\nIâm still new enough to remember all the things that impressed me most when I joined. Here are a few highlights:\n\n - How involved the recruiting team is in shaping the product. We're not only impacting the product indirectly by hiring the incredible talent that works here, but also by getting to give direct product feedback as an internal resource for our eng, product + design teams as they design new features make recruiters' lives easier.\n\n - A whole new level of hiring manager involvement in recruiting. As in: hiring managers scheduling onsite loops themselves (with a little help from our pretty awesome product), writing some of the best job descriptions Iâve ever seen, and playing the role of recruiter from end to end creating an exceptional candidate experience.\n\n - The highly intentional engineering culture truly is a magnet for exceptional engineering talent.\n\n - Getting to test all the most cutting-edge Ashby features before anyone else and exploring how they can be used in creative ways.\n\nJoining us means being part of a talented team, tackling the challenges of our stage, and contributing to our team and product growth. We value humility, continuous improvement and a dedication to excellence (more here https://ashbyhq.com/blog/culture/ashbys-operating-principles). If you are passionate about bringing your unique strengths to the team and building a culture of success, we would love to hear from you.\n\nThe Role\n\nAshby is seeking a Technical Recruiter with a proven track record of discovering and hiring amazing technical talent. Iâm looking for someone with breadth across technical hiring beyond just engineering (think Engineering plus some combination of Product Design, Product Management, IT, Security, QA, and Data).\n\nWeâre prioritizing a relationship builder who can partner with a wide range of stakeholders, manage multiple searches at once, and create a repeatable yet flexible process that works across the organization.\n\nYouâll need to know how to adjust your approach and manage your time to be successful across different recruiting scopes. Here are a few examples of what might fall on your plate:\n\n - Coaching first-time hiring managers on how to build an exceptional recruitment process from the ground up.\n\n - Deep market mapping and analysis to predict where the next wave of top talent is currently being cultivated.\n\n - Partnering directly with the VP/ founder level, where you need to extract key information in a limited amount of time.\n\n - Balancing periods of managing multiple roles in different domains with times where you are deep-diving into a single position.\n\nPlease donât expect to walk into perfect. Though weâre doing a lot of things well, the Tech Recruiting function is barely a year old, which means we are still figuring out how to operate optimally and at scale. But if youâre someone who is excited by the chance to build, we have a great foundation and every tailwind you could ask for.\n\nIf youâve used Ashby before, thatâs great! Iâd love to dive into how youâre getting the most out of the product today. If not, I promise itâs not a blocker; in fact, none of the recruiters Iâve hired so far had used Ashby as their day-to-day ATS before joining.\n\nTo be qualified for this role, you must have the following:\n\n - Proven track record as an expert âEngineeringâ Recruiter in a product-led company with some exposure to other technical roles such as Product Design, Product Management, IT, Security, QA, and Data\n\n - Ideally, have been focused on technical hiring from within a SaaS company for a significant portion of your career\n\n - You've owned hiring for staff+ technical roles. We're heavily weighted to senior+ engineering talent, so we need someone comfortable working on more senior searches\n\n - Youâve operated with autonomy and are used to leading searches end-to-end. We value competency over tenure, but you have a foundation of proven experience that allows you to establish instant credibility with technical leadership\n\n - Youâve worked somewhere with a very high talent bar and understand the subtle indicators that separate 'good' from 'great' technical talent\n\n - Data-driven mindset, able to optimize your workflows, balancing diversity, quality, and volume.\n\n - Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.\n\nIf you need someone else to do any of the following, then this role is probably not for you:\n\n - Boolean search and talent mapping activities\n\n - Requisition qualification with senior leaders\n\n - High volumes of outreach and screening calls\n\n - Prioritization of your workload\n\n\n\nYou may want to apply if youâre excited about:\n\n - Developing processes that focus on the highest quality of hire as we scale.\n\n - Strategizing creative ways to accelerate hiring, as well as getting your hands dirty finding and evaluating candidates.\n\n - Scaling a recruiting function by xâs, not %. Weâre looking to 2xâ5x our hiring, not increase it by 20%. Ideally, youâve been through a similar startup journey or have seen what it takes to increase hiring by an order of magnitude.\n\n - Being part of a documentation-first culture where \"the best idea wins.\" This means being able to communicate concisely and effectively through long-form writing - a skillset I donât see as prevalent on many recruiting teams!\n\n - Staying at the forefront of the recruiting industry. You want to have an impact on the TA space, so you're excited about being an internal tester for our product teams, a resource for sales and marketing, and demoing Ashby features to prospective customers.\n\n - Storytelling through data. At Ashby, we have an incredible analytics suite; youâre excited to dig deep to discover unexpected insights into what makes a great hire and how we can improve our process.\n\n\n\nWhy you shouldn't apply:\n\n - Youâre a hiring generalist. While I value versatility, this role requires extensive experience in technical hiring across Product, Engineering, Design, and adjacent technical functions.\n\n - You want heavy candidate contact after the initial stages. We run a hiring-manager-led process, meaning they handle the deep relationship building with candidates. Youâll be the strategic, guiding hand behind the scenes.\n\n - The majority of your career has been in high-volume or early to mid-stage career hiring. We hire frustratingly patiently https://www.ashbyhq.com/blog/culture/ashbys-operating-principles#5---be-frustratingly-patient-about-hiring and almost exclusively focus on senior+ talent.\n\n - You struggle with autonomy. Everyone says they don't want to be micromanaged (who does!) but I find many people actually crave a certain level of direction + structure. In this role, I'm going to give you areas to own and a lot of freedom; some people can find that paralyzing.\n\n - You're coming in with a playbook. Having a perspective on how things \"should\" be done is valuable, but first-principles thinking and creativity are what we actually need here.\n\n\n\nWhat signal am I looking for?\n\nNot every great recruiter is a great fit for every role. I want to share some of the unorthodox things that I think make a recruiter great. Hopefully, this gives you a sense of what I look for in a teammate:\n\n - Strong recruiting instincts: The best recruiters Iâve seen can drive urgency the moment they find an exceptional candidate. Theyâre ready to risk their reputation and move any obstacle to give us the best chance to hire them. The tough part is that you have to be right, and thatâs where excellent judgment comes in. You need to balance a reliable recruiting system with the agility to treat unique situations with the nuance they deserve.\n\n - High standards for themselves: Some people have a mental block where they simply can't bring themselves to submit poor work. They hold themselves to a very high standard, and those standards trickle down into doing the little things exceptionally well.\n\n - Spikiness and self-awareness: Iâd rather have someone exceptional in one area than someone who is just good across the board. I like people who recognize that doubling down on their strengths will set them apart more than trying to round out every weakness.\n\n - Left and right-brain thinkers: Iâm greedy and I want to see people who can use both sides. I love recruiters who approach experimentation with scientific rigor and love to slice and dice pass-through rate data daily. Equally, I want to see creativity in how we uncover new sources of talent, how we attract candidates, or how we utilize a tool in an unexpected way.\n\n - Embodying the power of incremental gains: Obsessed with compounding and always thinking about where to make small improvements to your workflow. Right now, I see this showing up most often in how people experiment with new AI tooling.\n\n - Curiosity about the recruiting + startup landscape: Recruiting, especially technical recruiting, is a dynamic landscape that shifts quickly. If you don't have a finger on the pulse of the broader startup ecosystem, itâs hard to have a complete picture of what is happening on the field. Being curious about the world and staying up to date (whether through newsletters, podcasts, or your own social circles) allows you to show up as a true subject matter expert.\n\n - Sharpness and intellectual humility: Youâre a natural thought-sparring partner who embodies âstrong views, loosely held.â Youâre quick enough to spot the real issue and start solving it while everyone else is still talking about whatâs wrong\n\nInstructions:\nTake your time with your application; you do not need to be first to apply or in the first 100 to get this job. I currently plan to have this role open until Monday July 13th at 8:00pm PT. We will review EVERY application and speak to the shortlist we make based on the applications. There are no prizes for being first and no advantages to be gained by reaching out, being referred or knowing someone here, so please don't message anyone at Ashby.\n\nHere's some resume feedback we've created from past Recruiter hiring processes that we've given to applicants we have screened out, based on reviewing hundreds of Recruiter/Sourcer resumes. I hope you find this useful in tailoring your application!\n\n1. Resumes showed minimal experience as a Full Lifecycle Recruiter, recruiting for technical roles. We will only hire someone with deep technical hiring experience.\n2. Role descriptions on resumes focusing on projects or leadership rather than delivery of hires for technical roles. Projects and leadership are great, but I needed to see the evidence of you doing the Recruiting work.\n3. Resumes showed no or minimal experience of hiring in a Product led Engineering environment. As per the job description, we were looking for SaaS experience ideally. Though I believe there are excellent recruiters in many environments, I need to be able to clearly see how your experience matches with Ashby's current stage of growth.\n4. Resumes didn't articulate the impact that the applicant had in past roles. The JD stated \"Data-driven mindset, able to optimize your workflows\" and data can show this impact.\n5. Answers to the application questions. These are not \"nice to haves\" for us, your application answers are the primary thing we assess to determine fit. Each question had context provided or real meaning for us, beyond what we would see in your resume.\n6. Resumes had a general lack of specifics. \"Recruited a variety of roles\" doesn't tell the reader that you've handled Software Engineering recruiting. Likewise, a company name alone doesn't help the reader know it's Product led organization. On that last point, a little blurb about the company is really helpful for anyone reading the resume and helps them avoid mistakes by thinking that a company isn't from \"X\" sector.\n\n\n\nBENEFITS\n\n - Competitive salary and equity.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up. I hope that excites you enough to apply.\n\n\n\n\nINTERVIEW PROCESS\n\nAt Ashby, our team and interview process want to help you show your best self. Weâll dive into past projects and simulate working together via talking through past projects and conducting a short but realistic assignment. Our interview process is 4 rounds:\n\n 1. 30-minute introduction call to discuss Ashby and your past work with https://www.linkedin.com/in/anna-hall-bb420a9/Josh https://www.linkedin.com/in/joshbourke/, so expect a traditional recruiting screen.\n\n 2. A take-home assignment that will ask you to create a hiring strategy for a role, as well as an example of a tailored outreach to a specific candidate that we will provide you.\n\n 3. 60-minute deeper dive into your Recruiting experience that will follow on from your assignment submission with Abhik https://www.linkedin.com/in/abhikpramanik/ (VP, Engineering + Co-Founder).\n\n 4. A virtual onsite loop: 2.5 hours:\n \n 1. (60 mins) Meeting with Jim https://www.linkedin.com/in/jmmmmmmmmmmmmmmmmmmmm/ (VP, People) to share more about the current state of recruiting at Ashby\n \n 2. (30 mins) A sourcing-focused interview with Eric https://www.linkedin.com/in/ericromesburg/\n \n 3. (30 mins) Meeting with one of our recruiting managers + one of our recruiters to dive deeper into stakeholder management.\n \n 4. (30 mins) Meeting with one of our engineering leaders\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. We are well-funded, have incredible product market fit, and are backed by great investors, including Y Combinator, Elad Gil and Lachy Groom.\n\n\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$140K â $190K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$140K - $190K","compensationTiers":[{"id":"479212db-c3c6-4066-b4cd-89e19d0f75d6","tierSummary":"$160K â $190K ⢠Offers Equity","title":"United States - SF & NY","additionalInformation":null,"components":[{"id":"18cbc0e2-25f2-4a2c-9d39-f3affe1f4843","summary":"$160K â $190K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":160000,"maxValue":190000},{"id":"431c109d-74a0-4802-b77d-50579f6c2e2b","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f69c9ac4-ccb4-4d7e-a519-e5d3d553fc3c","tierSummary":"$140K â $160K ⢠Offers Equity","title":"United States: All Other Locations","additionalInformation":null,"components":[{"id":"9e1755c4-8984-46ad-be70-569f3e6572dc","summary":"$140K â $160K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":140000,"maxValue":160000},{"id":"5fe2bf3e-dc53-49b4-82d0-0cb2cf84331c","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"c98696a3-d5c1-494b-8eac-1c1bd29d5522","tierSummary":"CA$140K â CA$170K ⢠Offers Equity","title":"Canada","additionalInformation":null,"components":[{"id":"64434b2d-1c77-41af-8af6-faf0c454a836","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"bb77e76e-3ce7-4a25-8d22-9b3b89643036","summary":"CA$140K â CA$170K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":140000,"maxValue":170000}]}],"summaryComponents":[{"minValue":140000,"maxValue":190000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"7a3ff629-6c67-4aa5-bea4-f1d88b3b4777","title":"Manager of Strategic Customer Success","department":"Customer Success","team":"Strategic Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-06-30T20:18:06.484+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7a3ff629-6c67-4aa5-bea4-f1d88b3b4777","applyUrl":"https://jobs.ashbyhq.com/ashby/7a3ff629-6c67-4aa5-bea4-f1d88b3b4777/application","descriptionHtml":"Hi, Iâm Loren, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space. One of our operating principles is âAim Highâ and I'm excited to find a Manager of Strategic Customer Success who can identify gaps, drive meaningful change, and bring a creative vision to this segment as we scale.
In this role, you'll lead a team of CSMs who serve Ashby's largest and most complex customers. A key part of this role is helping your team navigate the nuances of enterprise partnerships â building the depth of engagement these customers expect while identifying what's working and translating it into repeatable approaches that scale across a sophisticated book of business. You'll partner closely with other leaders across Product, Implementation, Support, and Contract Management.
As the Manager of Strategic Customer Success, you'll lead a tenured team of skilled CSMs while helping shape how Ashby delivers value as we scale upmarket. You'll be the team's coach, sounding board, and champion â helping CSMs grow, building systems that scale, and advocating cross-functionally â all in service of helping customers drive exceptional outcomes with a rapidly evolving product.
As our Manager of Strategic Customer Success, youâll:
Lead and coach a team of CSMs who serve as the primary point of contact for customers post-onboarding and throughout the partnership
Uplevel team performance through 1:1 coaching, skill development, and operational rigor
Drive process optimization across the customer journey â with a particular focus on adoption and optimization
Advocate for the CSM team cross-functionally across Product, Support, Sales, RevOps, and Contract Management
Balance building scalable process with delivering the bespoke experiences our most complex customers expect
Be a key voice in evolving how we deliver consistent, high-quality outcomes for our Enterprise customers
Team Leadership & Coaching: You have experience leading and developing Customer Success Managers in a SaaS environment. You know how to foster a culture of empathy, accountability, and continuous growth.
Customer Journey Expertise: You understand the enterprise customer lifecycle and have helped improve onboarding, adoption, and retention through thoughtful, repeatable approaches.
Up Market Motion: You have worked with enterprise customers and scaled their use case as they grow in complexity.
Operational Mindset: Youâve helped implement and improve team processes, and you bring a structured lens to scaling what works while staying adaptable.
Cross-functional Collaboration: Youâre comfortable partnering with teams like Sales, Product, and Support to align around customer needs and elevate the experience.
Problem-Solving Orientation: You donât rely on âwhat worked beforeâ â youâre thoughtful, pragmatic, and eager to find solutions that fit the unique needs of your team and customers.
Data-Driven: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience.
Customer-First Thinking: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences.
Lifecycle Awareness: You understand the full customer lifecycle, and know how to effectively partner with cross-functional teams to ensure strong handoffs and sustained success.
You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple, actionable themes.
You listen deeply. You see your role as both an advocate for the Customer Success team and a voice of the customer to internal stakeholders â ensuring our product roadmap continues to evolve in the right direction.
You advocate for your team. You engage actively in resourcing and headcount planning conversations and bring a clear point of view.
You love to coach. You see every teaching moment as an opportunity and are excited to help your team grow and develop.
You are a structured problem solver. You thrive at solving complex challenges with innovative, scalable solutions.
You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.
Your peers describe you as detail oriented. You take pride in strong internal operations.
Getting into the details isn't your thing. Call shadowing, hands-on troubleshooting, and doing the work alongside your direct reports isn't appealing.
You're more comfortable generating broad ideas than owning their execution.
You prefer established, stable processes and find frequent change frustrating.
You want to build something once and move on, rather than continuously iterate and improve on it.
You primarily work with simple products, not highly configurable complex products
You have not spent the last few years leading an upmarket Customer Success team in a growing B2B SaaS business
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
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 which requires a deep understanding of the Ashby product, even leadership roles.
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
30 min - Hiring Manager Interview with Head of Strategic Customer Success
Presentation Round
Final Round
30 min - Interview with VP of Customer Success
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to work with 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 â 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.
$100/month education budget with more expensive items (like conferences) covered with manager approval
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi, Iâm Loren https://www.linkedin.com/in/lfoseid/, the Head of Strategic Customer Success here at Ashby. My team is dedicated to building deep, consultative partnerships within the Enterprise space. One of our operating principles is âAim Highâ and I'm excited to find a Manager of Strategic Customer Success who can identify gaps, drive meaningful change, and bring a creative vision to this segment as we scale.\n\nIn this role, you'll lead a team of CSMs who serve Ashby's largest and most complex customers. A key part of this role is helping your team navigate the nuances of enterprise partnerships â building the depth of engagement these customers expect while identifying what's working and translating it into repeatable approaches that scale across a sophisticated book of business. You'll partner closely with other leaders across Product, Implementation, Support, and Contract Management.\n\n\n\n\nABOUT THE ROLE\n\nAs the Manager of Strategic Customer Success, you'll lead a tenured team of skilled CSMs while helping shape how Ashby delivers value as we scale upmarket. You'll be the team's coach, sounding board, and champion â helping CSMs grow, building systems that scale, and advocating cross-functionally â all in service of helping customers drive exceptional outcomes with a rapidly evolving product.\n\nAs our Manager of Strategic Customer Success, youâll:\n\n - Lead and coach a team of CSMs who serve as the primary point of contact for customers post-onboarding and throughout the partnership\n\n - Uplevel team performance through 1:1 coaching, skill development, and operational rigor\n\n - Drive process optimization across the customer journey â with a particular focus on adoption and optimization\n\n - Advocate for the CSM team cross-functionally across Product, Support, Sales, RevOps, and Contract Management\n\n - Balance building scalable process with delivering the bespoke experiences our most complex customers expect\n\n - Be a key voice in evolving how we deliver consistent, high-quality outcomes for our Enterprise customers\n\n\nROLE REQUIREMENTS:\n\n - Team Leadership & Coaching: You have experience leading and developing Customer Success Managers in a SaaS environment. You know how to foster a culture of empathy, accountability, and continuous growth.\n\n - Customer Journey Expertise: You understand the enterprise customer lifecycle and have helped improve onboarding, adoption, and retention through thoughtful, repeatable approaches.\n\n - Up Market Motion: You have worked with enterprise customers and scaled their use case as they grow in complexity.\n\n - Operational Mindset: Youâve helped implement and improve team processes, and you bring a structured lens to scaling what works while staying adaptable.\n\n - Cross-functional Collaboration: Youâre comfortable partnering with teams like Sales, Product, and Support to align around customer needs and elevate the experience.\n\n - Problem-Solving Orientation: You donât rely on âwhat worked beforeâ â youâre thoughtful, pragmatic, and eager to find solutions that fit the unique needs of your team and customers.\n\n - Data-Driven: You are comfortable using data and metrics to drive decision-making, continually improving both the team and customer experience.\n\n - Customer-First Thinking: You have a deep understanding of B2B customer needs and have a history of ensuring outstanding support experiences.\n\n - Lifecycle Awareness: You understand the full customer lifecycle, and know how to effectively partner with cross-functional teams to ensure strong handoffs and sustained success.\n\n\nYOUâLL BE A GREAT FIT IF YOU:\n\n - You demonstrate clear communication. You ask clarifying questions with precision and can distill complex concepts into simple, actionable themes.\n\n - You listen deeply. You see your role as both an advocate for the Customer Success team and a voice of the customer to internal stakeholders â ensuring our product roadmap continues to evolve in the right direction.\n\n - You advocate for your team. You engage actively in resourcing and headcount planning conversations and bring a clear point of view.\n\n - You love to coach. You see every teaching moment as an opportunity and are excited to help your team grow and develop.\n\n - You are a structured problem solver. You thrive at solving complex challenges with innovative, scalable solutions.\n\n - You know process matters. You are eager to improve processes and workflows to enhance efficiency and efficacy.\n\n - Your peers describe you as detail oriented. You take pride in strong internal operations.\n\n\nYOU MIGHT NOT BE A FIT IF:\n\n - Getting into the details isn't your thing. Call shadowing, hands-on troubleshooting, and doing the work alongside your direct reports isn't appealing.\n\n - You're more comfortable generating broad ideas than owning their execution.\n\n - You prefer established, stable processes and find frequent change frustrating.\n\n - You want to build something once and move on, rather than continuously iterate and improve on it.\n\n - You primarily work with simple products, not highly configurable complex products\n\n - You have not spent the last few years leading an upmarket Customer Success team in a growing B2B SaaS business\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\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 which requires a deep understanding of the Ashby product, even leadership roles.\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\n30 min - Recruiter Screen\n\n30 min - Hiring Manager Interview with Head of Strategic Customer Success\n\nPresentation Round\n\nFinal Round\n\n - 30 min - Interview with VP of Customer Success\n\n - 30 min - Interview with CEO\n\n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to work with 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 â 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 - $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\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$150,000 â $189,250 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$150,000 - $189,250","compensationTiers":[{"id":"cf87d3c9-a0f7-422b-9487-28d84327fb16","tierSummary":"OTE $150,000 â $165,000 ⢠Offers Equity ⢠Offers Commission","title":"US Average","additionalInformation":null,"components":[{"id":"a3decacb-78e4-4034-92c5-7cb0f6df7d33","summary":"OTE $150,000 â $165,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":150000,"maxValue":165000},{"id":"64652d55-5abc-436d-aba8-bd619e44459e","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"896710b6-7e1a-49b9-8579-2d46d62a351f","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"f0d59a8d-5e6f-4d2d-82ee-b8182d7b040e","tierSummary":"OTE $172,500 â $189,250 ⢠Offers Equity ⢠Offers Commission","title":"SF/NY","additionalInformation":null,"components":[{"id":"7a46806a-9e4f-4da4-9a14-80f79f993519","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"61f2781c-7cd2-4158-b5af-d915031a33e5","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"d2fa8708-8c3e-4c5d-b5be-c6675cfae2df","summary":"OTE $172,500 â $189,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":172500,"maxValue":189250}]}],"summaryComponents":[{"minValue":150000,"maxValue":189250,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"dfc35159-ffe5-4d42-bea3-552b5dc17628","title":"Enterprise Solutions Engineering Manager","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-04T17:21:51.478+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/dfc35159-ffe5-4d42-bea3-552b5dc17628","applyUrl":"https://jobs.ashbyhq.com/ashby/dfc35159-ffe5-4d42-bea3-552b5dc17628/application","descriptionHtml":"As the Enterprise Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who own our most strategic, complex deals. Your team partners closely with Enterprise Account Executives to secure both the technical and commercial winâguiding large organizations through deep technical evaluations and showing them how Ashby can fundamentally transform the way they hire.
Youâll be responsible for shaping and scaling the enterprise SE motion at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and refining the processes that help the teamâand the businessâwin more often and more efficiently.
This is a highly strategic role with direct impact on revenue, product direction, and customer value.
Your team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on technical excellence and deal strategy, not convincing skeptics.
Ashby is a deeply configurable product, and enterprise prospects come with highly specific, nuanced hiring processes. Your team wonât be running generic demosâtheyâll be diagnosing how each organization hires and architecting solutions that map Ashbyâs capabilities to those workflows. The coaching opportunity here is rich: breadth across the full product, depth in custom solutioning, and the creativity to show prospects something they didnât know was possible.
Youâll inherit an enterprise SE motion that works and level it up. The initiatives you leadâfrom POC frameworks to RFP libraries to competitive playbooksâwill define how the enterprise SE team operates for years to come.
Youâll work in tight collaboration with Product and Engineering, translating enterprise field insights directly into roadmap input. The problems your team uncovers shape what Ashby builds next.
Hire, onboard, and develop world-class Solutions Engineers who become trusted technical advisors to enterprise prospects.
Coach SEs on enterprise-specific skills: discovery with complex buying committees, POC design and execution, security and compliance conversations, API-level technical fluency, and executive-level storytelling.
Create a culture of ownership, rigor, and continuous improvement.
Partner with Enterprise sales leadership to align on pipeline and priorities, with SEs leading the technical track alongside AEs on the commercial.
Oversee the teamâs involvement in demos, POCs, trials, security reviews, and RFPs across 3â5 stakeholder buying groupsâincluding IT, Legal, HR, Finance, and executive sponsors.
Review and elevate team execution, stepping in as a technical expert when the deal demands it.
Refine and evolve the existing enterprise SE motionâimproving demo workflows, POC frameworks, trial structures, RFP processes, and internal knowledge bases.
Build enablement for complex, long-horizon deals: competitive positioning, security questionnaire libraries, integration playbooks, and value frameworks.
Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements in close partnership with Product and Engineering.
Partner cross-functionally with CS, Product, Marketing, and Implementation to ensure seamless handoffs and consistent enterprise messaging.
Identify high-leverage problems across the enterprise SE motionâthrough data, field observation, and stakeholder inputâand develop a clear point of view on what to solve and why.
Validate your hypotheses with the right stakeholders, write crisp proposals, and earn executive buy-in by connecting your recommendations to business outcomes.
Own implementation end-to-endâmanaging change, aligning stakeholders, and driving adoptionâwith little oversight and a high bar for follow-through.
Operate as a strategic contributor beyond your teamâyour projects will shape how Ashby scales, not just how the SE org runs.
đŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder enterprise SaaS sales motions.
đĽ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.
đ§ You think strategically about process, enablement, and operational excellenceânot just individual deal execution.
đ¤ You partner naturally with Sales Leadership and cross-functional stakeholders (CS, Product, Implementation) and can influence with clarity and conviction.
đ§ You have strong business and technical acumen and can guide your team on connecting Ashbyâs capabilities to measurable enterprise outcomes.
đŁ Youâre a clear communicator who can simplify complex conceptsâand coach others to do the same, whether in a security review or an exec boardroom.
âď¸ You love buildingâPOC frameworks, RFP libraries, competitive playbooks, demo environmentsâand you do it with intentionality.
đ You have empathy for enterprise Talent teams and are energized by solving their real, nuanced challenges.
đ¤ Experience with Applicant Tracking Systems or deep familiarity with enterprise TA workflows.
𧊠Experience building POC frameworks, value engineering models, or technical trial structures for enterprise deals.
đ Experience leading cross-functional projects in rapidly scaling organizations.
đ§ A background as a technical IC (SE, Solutions Architect, or similar) before moving into management.
Youâd rather execute deals yourself than enable a team around you to excel.
Youâre uncomfortable refining a motion thatâs already partially builtâyou want either a blank slate or a fully finished playbook.
Multi-stakeholder enterprise complexityâsecurity reviews, procurement, legal, executive sponsorsâfeels like friction rather than the core of the job.
Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.
Fast-paced, high-change environments feel overwhelming rather than exciting.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"As the Enterprise Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who own our most strategic, complex deals. Your team partners closely with Enterprise Account Executives to secure both the technical and commercial winâguiding large organizations through deep technical evaluations and showing them how Ashby can fundamentally transform the way they hire.\n\n\n\nYouâll be responsible for shaping and scaling the enterprise SE motion at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and refining the processes that help the teamâand the businessâwin more often and more efficiently.\n\n\n\nThis is a highly strategic role with direct impact on revenue, product direction, and customer value.\n\n\n\n\nWHY LEAD ENTERPRISE SE AT ASHBY?\n\n\n\n\nPRODUCT-MARKET FIT THAT MAKES YOUR TEAMâS JOB EASIER\n\nYour team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on technical excellence and deal strategy, not convincing skeptics.\n\n\n\n\nPRODUCT DEPTH THAT REWARDS REAL SOLUTIONING\n\nAshby is a deeply configurable product, and enterprise prospects come with highly specific, nuanced hiring processes. Your team wonât be running generic demosâtheyâll be diagnosing how each organization hires and architecting solutions that map Ashbyâs capabilities to those workflows. The coaching opportunity here is rich: breadth across the full product, depth in custom solutioning, and the creativity to show prospects something they didnât know was possible.\n\n\n\n\nA LEADERSHIP ROLE DESIGNED FOR BUILDERS\n\nYouâll inherit an enterprise SE motion that works and level it up. The initiatives you leadâfrom POC frameworks to RFP libraries to competitive playbooksâwill define how the enterprise SE team operates for years to come.\n\n\n\n\nA SEAT AT THE PRODUCT TABLE\n\nYouâll work in tight collaboration with Product and Engineering, translating enterprise field insights directly into roadmap input. The problems your team uncovers shape what Ashby builds next.\n\n\n\n\nWHAT YOUâLL DO\n\n\n\n\nLEAD & GROW A HIGH-PERFORMING ENTERPRISE SE TEAM\n\n - Hire, onboard, and develop world-class Solutions Engineers who become trusted technical advisors to enterprise prospects.\n\n - Coach SEs on enterprise-specific skills: discovery with complex buying committees, POC design and execution, security and compliance conversations, API-level technical fluency, and executive-level storytelling.\n\n - Create a culture of ownership, rigor, and continuous improvement.\n\n\n\n\nDRIVE EXCELLENCE IN ENTERPRISE DEAL EXECUTION\n\n - Partner with Enterprise sales leadership to align on pipeline and priorities, with SEs leading the technical track alongside AEs on the commercial.\n\n - Oversee the teamâs involvement in demos, POCs, trials, security reviews, and RFPs across 3â5 stakeholder buying groupsâincluding IT, Legal, HR, Finance, and executive sponsors.\n\n - Review and elevate team execution, stepping in as a technical expert when the deal demands it.\n\n\n\n\nBUILD SCALABLE SYSTEMS, PROCESSES & ENABLEMENT\n\n - Refine and evolve the existing enterprise SE motionâimproving demo workflows, POC frameworks, trial structures, RFP processes, and internal knowledge bases.\n\n - Build enablement for complex, long-horizon deals: competitive positioning, security questionnaire libraries, integration playbooks, and value frameworks.\n\n - Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements in close partnership with Product and Engineering.\n\n - Partner cross-functionally with CS, Product, Marketing, and Implementation to ensure seamless handoffs and consistent enterprise messaging.\n\n\n\n\nDRIVE STRATEGIC INITIATIVES FROM DIAGNOSIS TO IMPACT\n\n - Identify high-leverage problems across the enterprise SE motionâthrough data, field observation, and stakeholder inputâand develop a clear point of view on what to solve and why.\n\n - Validate your hypotheses with the right stakeholders, write crisp proposals, and earn executive buy-in by connecting your recommendations to business outcomes.\n\n - Own implementation end-to-endâmanaging change, aligning stakeholders, and driving adoptionâwith little oversight and a high bar for follow-through.\n\n - Operate as a strategic contributor beyond your teamâyour projects will shape how Ashby scales, not just how the SE org runs.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n\n\nđŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder enterprise SaaS sales motions.\n\nđĽ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.\n\nđ§ You think strategically about process, enablement, and operational excellenceânot just individual deal execution.\n\nđ¤ You partner naturally with Sales Leadership and cross-functional stakeholders (CS, Product, Implementation) and can influence with clarity and conviction.\n\nđ§ You have strong business and technical acumen and can guide your team on connecting Ashbyâs capabilities to measurable enterprise outcomes.\n\nđŁ Youâre a clear communicator who can simplify complex conceptsâand coach others to do the same, whether in a security review or an exec boardroom.\n\nâď¸ You love buildingâPOC frameworks, RFP libraries, competitive playbooks, demo environmentsâand you do it with intentionality.\n\nđ You have empathy for enterprise Talent teams and are energized by solving their real, nuanced challenges.\n\n\n\n\nBONUS POINTS FOR\n\n\n\nđ¤ Experience with Applicant Tracking Systems or deep familiarity with enterprise TA workflows.\n\n𧊠Experience building POC frameworks, value engineering models, or technical trial structures for enterprise deals.\n\nđ Experience leading cross-functional projects in rapidly scaling organizations.\n\nđ§ A background as a technical IC (SE, Solutions Architect, or similar) before moving into management.\n\n\n\n\nREASONS YOU SHOULDNâT APPLY\n\n\n\n - Youâd rather execute deals yourself than enable a team around you to excel.\n\n - Youâre uncomfortable refining a motion thatâs already partially builtâyou want either a blank slate or a fully finished playbook.\n\n - Multi-stakeholder enterprise complexityâsecurity reviews, procurement, legal, executive sponsorsâfeels like friction rather than the core of the job.\n\n - Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.\n\n - Fast-paced, high-change environments feel overwhelming rather than exciting.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$255K â $277.5K ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$255,000 - $277,500","compensationTiers":[{"id":"63464fd1-a9bb-48a0-a2d2-b7cff7f6df71","tierSummary":"On Target Earnings $255,000 â $277,500 ⢠Offers Equity ⢠Offers Commission ⢠75/25 Split","title":"United States","additionalInformation":"75/25 Split","components":[{"id":"a87993e4-7c68-4806-ac15-f9869f769701","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"bc39fded-d9c7-4716-925d-aafdb306f35a","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"22948535-322f-4411-be87-fcf6ca08eeb5","summary":"On Target Earnings $255,000 â $277,500","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":255000,"maxValue":277500}]},{"id":"ca5a9fd7-7d57-46e6-982c-4de90fe23901","tierSummary":"On Target Earnings CA$280,500 â CA$305,250 ⢠Offers Equity ⢠Offers Commission ⢠75/25 Split","title":"Canada","additionalInformation":"75/25 Split","components":[{"id":"2b4eda68-30aa-452b-a6c4-e1219d50e59f","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"CAD","minValue":null,"maxValue":null},{"id":"5437593a-f09d-42eb-97e3-29fd91d4ee85","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"a2a641a3-d1ec-4d4b-9d58-34444b6351ce","summary":"On Target Earnings CA$280,500 â CA$305,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":280500,"maxValue":305250}]}],"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":"USD","minValue":255000,"maxValue":277500}]}},{"id":"a1c47936-0c48-4738-937e-e88ca596cdfe","title":"Manager of High Touch Customer Success","department":"Customer Success","team":"High Touch Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-06-30T20:18:38.211+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/a1c47936-0c48-4738-937e-e88ca596cdfe","applyUrl":"https://jobs.ashbyhq.com/ashby/a1c47936-0c48-4738-937e-e88ca596cdfe/application","descriptionHtml":"Hi, Iâm Denise â Head of High Touch Customer Success at Ashby. One of our core principles is âCare Deeply About Our Customers,â and we hire people who are energized by helping customers succeed and delivering high-quality experiences. Thatâs why Iâm excited to be hiring a Manager of High Touch Customer Success.
In this role, youâll elevate the customer experience by coaching and developing a team of CSMs, while also helping them operate effectively at scale. Each CSM manages a large book of business (~60 customers), so a key part of this role is identifying whatâs working, turning it into repeatable best practices, and building systems that allow the team to deliver consistently strong outcomes across many customers. Youâll partner closely with other leaders across High Touch CS, Startup CS, Implementation, as well as Support and Contract Management.
As the Manager of High Touch Customer Success, you will play a pivotal role in ensuring our customers have a remarkable experience with Ashby as we continue to scale. Youâll lead â and continue to grow â a team of skilled and tenured CSMs focused on driving adoption, value realization, and long-term partnership post-onboarding.
In this role, you will:
Lead and coach a team of CSMs who partner with customers across adoption, optimization, and ongoing success
Uplevel team performance through 1:1 coaching, skill development, and strong operational rigor
Drive scalable approaches to customer success, helping the team translate whatâs working into repeatable best practices across a large portfolio
Partner closely with Implementation, Support, and cross-functional teams to ensure a seamless customer experience across the lifecycle
Be a key voice in evolving how we deliver consistent, high-quality experiences at scale
Role requirements:
Team Leadership & Coaching: You have experience leading and developing Customer Success Managers in a SaaS environment supporting a complex product. You know how to foster a culture of empathy, accountability, and continuous growth.
Customer Journey Expertise: You have deep experience driving adoption, retention, and long-term value realization. You understand how to help customers translate product usage into meaningful business outcomes.
Operational Mindset: Youâve helped implement and improve team processes, and bring a structured approach to scaling what works. Youâre comfortable building systems and playbooks that enable a team to deliver consistently across a large portfolio.
Cross-functional Collaboration: Youâre comfortable partnering with teams like Implementation, Sales, Product, and Support to ensure a seamless customer experience across the lifecycle.
Problem-Solving Orientation: You donât rely on âwhat worked beforeâ â youâre thoughtful, pragmatic, and eager to find solutions that fit the evolving needs of your team and customers.
Data-Driven: Youâre comfortable using data and metrics to inform decisions, identify trends, and continuously improve both team performance and customer outcomes.
Customer-First Thinking: You have a deep understanding of B2B customer needs and a track record of delivering high-quality, thoughtful customer experiences.
Lifecycle Awareness: You understand the full customer lifecycle, and know how to effectively partner with cross-functional teams to ensure strong handoffs and sustained success.
You communicate with clarity. You ask thoughtful, precise questions and can distill complex concepts into simple, actionable insights.
You listen deeply. You act as both an advocate for your team and a strong voice of the customer, ensuring feedback meaningfully shapes internal decisions and product direction.
Youâre a structured problem solver. You tackle complex challenges with thoughtful, scalable solutionsânot just one-off fixes.
You value process and scale. Youâre motivated to improve workflows and build systems that increase efficiency and consistency across the team.
You operate with strong attention to detail. You bring rigor to internal operations and take pride in executing at a high standard.
Youâre a passionate coach. You seek opportunities to develop your team and elevate performance over time.
Youâre not eager to roll up your sleeves and get into the weeds (e.g. call shadowing isnât interesting to you).
You are accustomed to defining ideas and strategies, yet not responsible for their execution.
You thrive in environments where you lead a simple, established product rather than a dynamic, complex and evolving one.
You prefer exclusively to build (rather than build, iterate, optimize)
You have not done this work in a growing SaaS business
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
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
30 min - Interview with Head of High Touch CS
Presentation Round - Global Head of Customer Success + 2 CS Leaders
Final Round
30 min - Interview with VP of Customer Success
30 min - Interview with CEO
10 min - Closing Questions with Hiring Manager
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
You get to work with 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 â 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.
$100/month education budget with more expensive items (like conferences) covered with manager approval
Extended health benefits for you and your dependents (subject to availability with our Employer of Record)
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi, Iâm Denise â Head of High Touch Customer Success at Ashby. One of our core principles is âCare Deeply About Our Customers,â and we hire people who are energized by helping customers succeed and delivering high-quality experiences. Thatâs why Iâm excited to be hiring a Manager of High Touch Customer Success.\n\nIn this role, youâll elevate the customer experience by coaching and developing a team of CSMs, while also helping them operate effectively at scale. Each CSM manages a large book of business (~60 customers), so a key part of this role is identifying whatâs working, turning it into repeatable best practices, and building systems that allow the team to deliver consistently strong outcomes across many customers. Youâll partner closely with other leaders across High Touch CS, Startup CS, Implementation, as well as Support and Contract Management.\n\n\n\n\nABOUT THE ROLE\n\nAs the Manager of High Touch Customer Success, you will play a pivotal role in ensuring our customers have a remarkable experience with Ashby as we continue to scale. Youâll lead â and continue to grow â a team of skilled and tenured CSMs focused on driving adoption, value realization, and long-term partnership post-onboarding.\n\nIn this role, you will:\n\n - Lead and coach a team of CSMs who partner with customers across adoption, optimization, and ongoing success\n\n - Uplevel team performance through 1:1 coaching, skill development, and strong operational rigor\n\n - Drive scalable approaches to customer success, helping the team translate whatâs working into repeatable best practices across a large portfolio\n\n - Partner closely with Implementation, Support, and cross-functional teams to ensure a seamless customer experience across the lifecycle\n\n - Be a key voice in evolving how we deliver consistent, high-quality experiences at scale\n\nRole requirements:\n\n - Team Leadership & Coaching: You have experience leading and developing Customer Success Managers in a SaaS environment supporting a complex product. You know how to foster a culture of empathy, accountability, and continuous growth.\n\n - Customer Journey Expertise: You have deep experience driving adoption, retention, and long-term value realization. You understand how to help customers translate product usage into meaningful business outcomes.\n\n - Operational Mindset: Youâve helped implement and improve team processes, and bring a structured approach to scaling what works. Youâre comfortable building systems and playbooks that enable a team to deliver consistently across a large portfolio.\n\n - Cross-functional Collaboration: Youâre comfortable partnering with teams like Implementation, Sales, Product, and Support to ensure a seamless customer experience across the lifecycle.\n\n - Problem-Solving Orientation: You donât rely on âwhat worked beforeâ â youâre thoughtful, pragmatic, and eager to find solutions that fit the evolving needs of your team and customers.\n\n - Data-Driven: Youâre comfortable using data and metrics to inform decisions, identify trends, and continuously improve both team performance and customer outcomes.\n\n - Customer-First Thinking: You have a deep understanding of B2B customer needs and a track record of delivering high-quality, thoughtful customer experiences.\n\n - Lifecycle Awareness: You understand the full customer lifecycle, and know how to effectively partner with cross-functional teams to ensure strong handoffs and sustained success.\n\n\nYOUâLL BE A GREAT FIT IF YOU:\n\n - You communicate with clarity. You ask thoughtful, precise questions and can distill complex concepts into simple, actionable insights.\n\n - You listen deeply. You act as both an advocate for your team and a strong voice of the customer, ensuring feedback meaningfully shapes internal decisions and product direction.\n\n - Youâre a structured problem solver. You tackle complex challenges with thoughtful, scalable solutionsânot just one-off fixes.\n\n - You value process and scale. Youâre motivated to improve workflows and build systems that increase efficiency and consistency across the team.\n\n - You operate with strong attention to detail. You bring rigor to internal operations and take pride in executing at a high standard.\n\n - Youâre a passionate coach. You seek opportunities to develop your team and elevate performance over time.\n\n\nYOU MIGHT NOT BE A FIT IF:\n\n - Youâre not eager to roll up your sleeves and get into the weeds (e.g. call shadowing isnât interesting to you).\n\n - You are accustomed to defining ideas and strategies, yet not responsible for their execution.\n\n - You thrive in environments where you lead a simple, established product rather than a dynamic, complex and evolving one.\n\n - You prefer exclusively to build (rather than build, iterate, optimize)\n\n - You have not done this work in a growing SaaS business\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/%EF%BF%BC%EF%BF%BCWehttps://www.ashbyhq.com/\n\nWe are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. Weâll share more details once we meet. In short, it's the perfect time to join! đ\n\n\n\n\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\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\n30 min - Recruiter Screen\n\n30 min - Interview with Head of High Touch CS\n\nPresentation Round - Global Head of Customer Success + 2 CS Leaders\n\nFinal Round\n\n - 30 min - Interview with VP of Customer Success\n\n - 30 min - Interview with CEO\n\n - 10 min - Closing Questions with Hiring Manager\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - You get to work with 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 â 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 - $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\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$150,000 â $189,250 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$150,000 - $189,250","compensationTiers":[{"id":"2a3640fd-7a2f-451e-b162-912e12bd57ac","tierSummary":"OTE $150,000 â $165,000 ⢠Offers Equity ⢠Offers Commission","title":"US Average","additionalInformation":null,"components":[{"id":"14c8b635-36db-4613-bc40-0392f00685e3","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"9db7356b-ef7f-4019-ad9a-e7b9ae64c34a","summary":"OTE $150,000 â $165,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":150000,"maxValue":165000},{"id":"422ca78e-30da-403b-befe-9ee2b26f2768","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]},{"id":"78f68475-ece4-4b72-a9b6-17b2130ff4a2","tierSummary":"OTE $172,500 â $189,250 ⢠Offers Equity ⢠Offers Commission","title":"SF/NY","additionalInformation":null,"components":[{"id":"14f04d3c-0abe-4b44-bcd2-bfe1a05b3c20","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"564e167d-27c4-40b6-85c0-a93552200e4b","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"c475eb1c-2e36-4300-94c8-c3bb6ffdbdd4","summary":"OTE $172,500 â $189,250","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":172500,"maxValue":189250}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":150000,"maxValue":189250,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"7d8ec4fe-50aa-4d7e-9eec-db7b2d14bcbd","title":"Mid-Market Solutions Engineering Manager","department":"Sales","team":"Solutions Engineering","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-07-03T19:53:25.134+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/7d8ec4fe-50aa-4d7e-9eec-db7b2d14bcbd","applyUrl":"https://jobs.ashbyhq.com/ashby/7d8ec4fe-50aa-4d7e-9eec-db7b2d14bcbd/application","descriptionHtml":"As the Mid-Market Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who sit at the center of our sales motion. Your team partners closely with Account Executives to secure both the technical and commercial winâshowing prospects how Ashby can fundamentally transform the way they hire.
Youâll be responsible for shaping the next generation of SEs at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and building scalable processes that help the teamâand the businessâwin more often and more efficiently.
This is a highly strategic role with direct impact on revenue, product innovation, and customer value.
Your team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on excellence, not convincing.
Talent teams have been historically underserved. Your team will help prospects reimagine what a modern hiring platform can doâand youâll have a front-row seat to shaping the next wave of innovation in TA tech.
Youâll shape not just how Ashby sells, but how Ashby scales. The initiatives you lead will define how the SE team operates for years to come.
Hire, onboard, and develop world-class Solutions Engineers who become trusted advisors to mid-market prospects.
Coach SEs on discovery, storytelling, demo excellence, product knowledge, competitive positioning, and commercial partnership with AEs.
Create a culture of ownership, collaboration, and continuous improvement.
Partner with Mid-Market sales leadership to align on pipeline and priorities, ensuring SE coverage accelerates deal momentum.
Oversee the team's involvement in demos, trials, technical evaluations, and RFPsâensuring every touchpoint is crisp, consultative, and actionable.
Review and elevate team execution, stepping in as a technical expert when needed.
Standardize and evolve demo workflows, trial frameworks, RFP processes, and internal product knowledge.
Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements.
Ensure the team is equipped with the right tools, enablement, and infrastructure to support complex multi-stakeholder sales cycles.
đŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder SaaS sales motions.
đĽ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.
đ§ You think strategically about process, enablement, and operational excellence, not just individual deal execution.
đ¤ You partner naturally with Sales Leadership and can influence cross-functional leaders with clarity and conviction.
đ§ You have strong business acumen and can guide your team on how to connect Ashbyâs capabilities to measurable customer outcomes.
đŁ Youâre a clear communicator who can simplify complex concepts and coach others to do the same.
âď¸ You love buildingâsystems, playbooks, processes, knowledge bases, demo environmentsâand you do it with intentionality.
đ You have empathy for Talent teams and are energized by solving their real, nuanced challenges.
đ¤ Experience with Applicant Tracking Systems or deep familiarity with TA workflows
𧊠Experience building demo infrastructure, value frameworks, or trial structures
đ Experience leading cross-functional projects in rapidly scaling organizations
You prefer maintaining the status quo rather than building new systems and iterating quickly.
Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.
You would rather execute deals yourself than enable a team around you to excel.
Youâre not energized by both the business side and the technical side of solutioning.
Fast-paced, high-change environments feel overwhelming rather than exciting.
You have never owned a strategic project from inception through execution.
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"As the Mid-Market Solutions Engineering Manager at Ashby, youâll lead and grow a high-performing team of Solutions Engineers who sit at the center of our sales motion. Your team partners closely with Account Executives to secure both the technical and commercial winâshowing prospects how Ashby can fundamentally transform the way they hire.\n\nYouâll be responsible for shaping the next generation of SEs at Ashby: hiring exceptional talent, coaching them toward mastery, operationalizing excellence, and building scalable processes that help the teamâand the businessâwin more often and more efficiently.\n\nThis is a highly strategic role with direct impact on revenue, product innovation, and customer value.\n\n\n\n\nWHY LEAD SE AT ASHBY?\n\n\n\n\nPRODUCT-MARKET FIT THAT MAKES YOUR TEAMâS JOB EASIER\n\nYour team will support a product that prospects genuinely loveâand often ask to buy before the demo ends. This creates a coaching environment focused on excellence, not convincing.\n\n\n\n\nIMPACT ON A MARKET THATâS RIPE FOR TRANSFORMATION\n\nTalent teams have been historically underserved. Your team will help prospects reimagine what a modern hiring platform can doâand youâll have a front-row seat to shaping the next wave of innovation in TA tech.\n\n\n\n\nA LEADERSHIP ROLE DESIGNED FOR BUILDERS\n\nYouâll shape not just how Ashby sells, but how Ashby scales. The initiatives you lead will define how the SE team operates for years to come.\n\n\n\n\nWHAT YOUâLL DO\n\n\n\n\nLEAD & GROW A HIGH-PERFORMING SE TEAM\n\n - Hire, onboard, and develop world-class Solutions Engineers who become trusted advisors to mid-market prospects.\n\n - Coach SEs on discovery, storytelling, demo excellence, product knowledge, competitive positioning, and commercial partnership with AEs.\n\n - Create a culture of ownership, collaboration, and continuous improvement.\n\n\nDRIVE EXCELLENCE IN MID-MARKET DEAL EXECUTION\n\n - Partner with Mid-Market sales leadership to align on pipeline and priorities, ensuring SE coverage accelerates deal momentum.\n\n - Oversee the team's involvement in demos, trials, technical evaluations, and RFPsâensuring every touchpoint is crisp, consultative, and actionable.\n\n - Review and elevate team execution, stepping in as a technical expert when needed.\n\n\nSUPPORT BUILDING SCALABLE SYSTEMS, PROCESSES & ENABLEMENT\n\n - Standardize and evolve demo workflows, trial frameworks, RFP processes, and internal product knowledge.\n\n - Identify patterns from the field and translate them into product feedback, roadmap insights, and internal process improvements.\n\n - Ensure the team is equipped with the right tools, enablement, and infrastructure to support complex multi-stakeholder sales cycles.\n\n\n\n\nYOU COULD BE A GREAT FIT IF:\n\n - đŻ You have experience managing or mentoring Solutions Engineers in complex, multi-stakeholder SaaS sales motions.\n\n - đĽ You thrive in hiring, growing, and developing peopleâyour success comes from your teamâs success.\n\n - đ§ You think strategically about process, enablement, and operational excellence, not just individual deal execution.\n\n - đ¤ You partner naturally with Sales Leadership and can influence cross-functional leaders with clarity and conviction.\n\n - đ§ You have strong business acumen and can guide your team on how to connect Ashbyâs capabilities to measurable customer outcomes.\n\n - đŁ Youâre a clear communicator who can simplify complex concepts and coach others to do the same.\n\n - âď¸ You love buildingâsystems, playbooks, processes, knowledge bases, demo environmentsâand you do it with intentionality.\n\n - đ You have empathy for Talent teams and are energized by solving their real, nuanced challenges.\n\n\n\n\nBONUS POINTS FOR\n\n - đ¤ Experience with Applicant Tracking Systems or deep familiarity with TA workflows\n\n - 𧊠Experience building demo infrastructure, value frameworks, or trial structures\n\n - đ Experience leading cross-functional projects in rapidly scaling organizations\n\n\n\n\nREASONS YOU SHOULDNâT APPLY\n\n - You prefer maintaining the status quo rather than building new systems and iterating quickly.\n\n - Youâre uncomfortable coaching people through feedback, growth, and evolving expectations.\n\n - You would rather execute deals yourself than enable a team around you to excel.\n\n - Youâre not energized by both the business side and the technical side of solutioning.\n\n - Fast-paced, high-change environments feel overwhelming rather than exciting.\n\n - You have never owned a strategic project from inception through execution.\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$210,000 â $268,125 ⢠Offers Equity ⢠Offers Commission ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$210,000 - $268,125","compensationTiers":[{"id":"88bfe908-d6e0-405f-a344-1dc0e77d8377","tierSummary":"On Target Earnings $210,000 â $243,750 ⢠Offers Equity ⢠Offers Commission ⢠75/25 Split","title":"United States","additionalInformation":"75/25 Split","components":[{"id":"907d1523-ee77-4719-84c2-80f9340baf16","summary":"On Target Earnings $210,000 â $243,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":210000,"maxValue":243750},{"id":"0d3b19bc-e009-43d5-ac1a-2e0c6d2e108b","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null},{"id":"dcf07f8e-ce84-4042-a178-b1ea6fba815d","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]},{"id":"5d69ca45-a10d-4939-a353-84cb8b8b62ec","tierSummary":"On Target Earnings $231,000 â $268,125 ⢠Offers Equity ⢠Offers Commission ⢠75/25 Split","title":"Canada","additionalInformation":"75/25 Split","components":[{"id":"60956cd8-051c-44bb-b5a2-d99e33e69894","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"ea220c2d-b03e-4c22-a4b8-359ad85c7aba","summary":"On Target Earnings $231,000 â $268,125","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":231000,"maxValue":268125},{"id":"69f3985e-db33-4f21-a9b1-49d3439b20a8","summary":"Offers Commission","compensationType":"Commission","interval":"1 YEAR","currencyCode":"USD","minValue":null,"maxValue":null}]}],"summaryComponents":[{"minValue":210000,"maxValue":268125,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"},{"compensationType":"Commission","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"}]}},{"id":"a07aeb2d-3113-4ab4-866d-60004d1d25de","title":"Startup Customer Success Manager - Americas","department":"Customer Success","team":"Start-up Customer Success","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[{"location":"Remote - Canada","address":{"postalAddress":{"addressRegion":"","addressCountry":"Canada","addressLocality":""}}}],"publishedAt":"2026-06-26T03:01:31.407+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/a07aeb2d-3113-4ab4-866d-60004d1d25de","applyUrl":"https://jobs.ashbyhq.com/ashby/a07aeb2d-3113-4ab4-866d-60004d1d25de/application","descriptionHtml":"Hello! Iâm Jared đ I joined Ashby four years ago as the first member of the Startup Customer Success team. Since then, I have been a part of building out the onboarding and success functions across our entire startup segment. Today, weâre a team of fifteen spanning across the US, Canada, and EMEA. I am so excited to be hiring another Startup Customer Success Manager in the US or Canada đ.
Our Startup Customer Success Team serves our early-stage customers programmatically. These customers are special to us because they arenât just learning our software; they are learning how to build hiring excellence into the DNA of their growing organizations.
Our Startup Customer Success Managers create high-quality onboarding materials, documentation, and e-webinars that enable our customers to get up and running independently. They also jump in to assist via email and customer calls when needed. This is a mid-level role, so we require at least 2 years of experience as a full-time Startup Customer Success Manager, Account Manager, or Program Manager.
In this role, youâll take ownership of a book of customers for whom youâd be the main point of contact in our shared inbox and hop on customer calls per our SLAs. Youâll also take ownership of medium and large projects that are core to our teamâs operations. Existing projects our team has taken on include:
Building an in-app onboarding experience using Amplitude
Creation of a live, foundational webinar series + recorded content
Building retention best practices into our engagement with customers that extend well beyond just onboarding
You have 2+ years of customer-facing experience supporting a complex and rapidly evolving product (for complexity, think tools like Zapier, HubSpot, and Acuity Scheduling).
You enjoy becoming a subject matter and product expert to help deliver excellent experiences when assisting our customers in solving complex challenges. Oftentimes, there will be multiple solutions to any given challenge and you enjoy getting in the weeds with customers to figure out what exactly they need to suggest the best path forward.
Youâre skilled at defining the scope of problems and creating comprehensive solutions independently and collaboratively. With a complex product comes complex problems - you are excellent at identifying an issue, mapping multiple paths forward, and taking action based on principled thinking.
You possess keen attention to detail, ensuring your email and live responses are thorough, clear, and empathetic along the way. Solving the problem is sometimes only half the battle - you are gifted in extracting only the necessary details that our customers or our team members need to solve a problem.
You have strong written and verbal communication skills. You effectively communicate with diverse user groups, whether partnering with an experienced TA leader developing the recruiting function at a Series A startup or instructing individuals who are new to recruiting SaaS tools.
You are curiousâboth in addressing customers and creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface. Sometimes an answer to a problem may not be obvious at surface level, but you enjoy digging into customer use cases to learn more about their process so you can suggest the best path(s) forward.
Youâd prefer to work one-on-one with a small book of customers. The Startup CS Team at Ashby uses a pooled approach (1:many) to allow us to be agile in customer interactions and ensure they have access to the resources they need when they need them.
You feel like the customer journey ends once a customer is onboarded. This role may not be right for you if youâre not excited to partner long-term with customers, including ongoing engagement that drives best practices in revenue retention for us and excellent best practices in Ashby for our customers.
You donât enjoy problem-solving. Often, weâre called on to assist customers in solving complex challenges that could have multiple solutions. If you donât like the idea of problem-solving and troubleshooting what feature works best for companies at varying levels of maturity, then this role may not be right for you.
You donât like projects. A staple of our Startup Customer Success team is that weâve developed internal processes that allow us to balance our customer interactions with project work that helps drive positive outcomes for our customers and internal teams.
You are not keen on speaking up or acting when you see something that could be improved. Our product and internal processes are rapidly changing. This means that we rely heavily on our team members to identify processes/practices that have grown stale and to offer more effective alternatives.
Product Support
Startup Customer Success
High Touch Customer Success
Recruiting Operations & Professional Services
Contracts Management
Here are a few points that should give you an idea of what it is like to work with us:
Our Engineering, Product, and Design teams spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.
As they do that, our GTM teams spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.
We strongly believe small teams with talented people and the right work environment deliver much better performance than large headcounts.
Our interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:
Initial Screen Interview - 20-30 minutes
Hiring Manager Interview - 45 minutes
Take Home Assessment - 1 week to complete
Panel Interview - 2 hours
Ashby is a highly complex product, and we invest a lot of time in ensuring our team members are experts on the platform. Your first 30 days will be largely focused on learning the finer points of the products; you may not respond directly to a customer in that time but donât worry, youâll be plenty busy learning!
Within your first 30 days, youâll have a strong foundation on the Ashby product and will have your first accounts assigned to you.
Within your first 60 days, youâll shadow your peers and take your first customer calls.
Within your first 90 days, youâll have a book of customers, and weâll start to explore key areas of ownership for you.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval.
If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.
Ashbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up.
If youâve read this far, thank you, and I hope this all excites you enough to complete an application! Please note that weâll contact you via your application's email address to keep things fair. Reaching out through other platforms will not change the priority of your application. Whether we move forward together or not, I wish you all the best in your job search!
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hello! Iâm Jared đ I joined Ashby four years ago as the first member of the Startup Customer Success team. Since then, I have been a part of building out the onboarding and success functions across our entire startup segment. Today, weâre a team of fifteen spanning across the US, Canada, and EMEA. I am so excited to be hiring another Startup Customer Success Manager in the US or Canada đ.\n\n\nOur Startup Customer Success Team serves our early-stage customers programmatically. These customers are special to us because they arenât just learning our software; they are learning how to build hiring excellence into the DNA of their growing organizations.\n\nOur Startup Customer Success Managers create high-quality onboarding materials, documentation, and e-webinars that enable our customers to get up and running independently. They also jump in to assist via email and customer calls when needed. This is a mid-level role, so we require at least 2 years of experience as a full-time Startup Customer Success Manager, Account Manager, or Program Manager.\n\nIn this role, youâll take ownership of a book of customers for whom youâd be the main point of contact in our shared inbox and hop on customer calls per our SLAs. Youâll also take ownership of medium and large projects that are core to our teamâs operations. Existing projects our team has taken on include:\n\n - Building an in-app onboarding experience using Amplitude\n\n - Creation of a live, foundational webinar series + recorded content\n\n - Building retention best practices into our engagement with customers that extend well beyond just onboarding\n\n\nYOU SHOULD APPLY IF:\n\n - You have 2+ years of customer-facing experience supporting a complex and rapidly evolving product (for complexity, think tools like Zapier, HubSpot, and Acuity Scheduling).\n\n - You enjoy becoming a subject matter and product expert to help deliver excellent experiences when assisting our customers in solving complex challenges. Oftentimes, there will be multiple solutions to any given challenge and you enjoy getting in the weeds with customers to figure out what exactly they need to suggest the best path forward.\n\n - Youâre skilled at defining the scope of problems and creating comprehensive solutions independently and collaboratively. With a complex product comes complex problems - you are excellent at identifying an issue, mapping multiple paths forward, and taking action based on principled thinking.\n\n - You possess keen attention to detail, ensuring your email and live responses are thorough, clear, and empathetic along the way. Solving the problem is sometimes only half the battle - you are gifted in extracting only the necessary details that our customers or our team members need to solve a problem.\n\n - You have strong written and verbal communication skills. You effectively communicate with diverse user groups, whether partnering with an experienced TA leader developing the recruiting function at a Series A startup or instructing individuals who are new to recruiting SaaS tools.\n\n - You are curiousâboth in addressing customers and creating solutions that improve our workflows. You seek the answers beyond whatâs on the surface. Sometimes an answer to a problem may not be obvious at surface level, but you enjoy digging into customer use cases to learn more about their process so you can suggest the best path(s) forward.\n\n\nYOU SHOULD NOT APPLY IF:\n\n - Youâd prefer to work one-on-one with a small book of customers. The Startup CS Team at Ashby uses a pooled approach (1:many) to allow us to be agile in customer interactions and ensure they have access to the resources they need when they need them.\n\n - You feel like the customer journey ends once a customer is onboarded. This role may not be right for you if youâre not excited to partner long-term with customers, including ongoing engagement that drives best practices in revenue retention for us and excellent best practices in Ashby for our customers.\n\n - You donât enjoy problem-solving. Often, weâre called on to assist customers in solving complex challenges that could have multiple solutions. If you donât like the idea of problem-solving and troubleshooting what feature works best for companies at varying levels of maturity, then this role may not be right for you.\n\n - You donât like projects. A staple of our Startup Customer Success team is that weâve developed internal processes that allow us to balance our customer interactions with project work that helps drive positive outcomes for our customers and internal teams.\n\n - You are not keen on speaking up or acting when you see something that could be improved. Our product and internal processes are rapidly changing. This means that we rely heavily on our team members to identify processes/practices that have grown stale and to offer more effective alternatives.\n\n\nABOUT ASHBY CUSTOMER SUCCESS\n\n\nASHBY CUSTOMER SUCCESS COMPRISES FIVE TEAMS:\n\n - Product Support\n\n - Startup Customer Success\n\n - High Touch Customer Success\n\n - Recruiting Operations & Professional Services\n\n - Contracts Management\n\nHere are a few points that should give you an idea of what it is like to work with us:\n\n - Our Engineering, Product, and Design teams spend a lot of time building best-in-class products since we believe a highly differentiated product is easier to sell.\n\n - As they do that, our GTM teams spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers.\n\n - We strongly believe small teams with talented people and the right work environment deliver much better performance than large headcounts.\n\n\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person joining the team is the right fit for Ashby and will provide ample information to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Initial Screen Interview - 20-30 minutes\n\n - Hiring Manager Interview - 45 minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Panel Interview - 2 hours\n\n\n\n\nONBOARDING PROCESS\n\nAshby is a highly complex product, and we invest a lot of time in ensuring our team members are experts on the platform. Your first 30 days will be largely focused on learning the finer points of the products; you may not respond directly to a customer in that time but donât worry, youâll be plenty busy learning!\n\n - Within your first 30 days, youâll have a strong foundation on the Ashby product and will have your first accounts assigned to you.\n\n - Within your first 60 days, youâll shadow your peers and take your first customer calls.\n\n - Within your first 90 days, youâll have a book of customers, and weâll start to explore key areas of ownership for you.\n\n\nBENEFITS\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ .\n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval.\n\n - If youâre in the US, top-notch health insurance for you and your dependents, with all premiums covered by us.\n\nAshbyâs success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. Weâre being deliberate about building that environment from the ground up.\n\nIf youâve read this far, thank you, and I hope this all excites you enough to complete an application! Please note that weâll contact you via your application's email address to keep things fair. Reaching out through other platforms will not change the priority of your application. Whether we move forward together or not, I wish you all the best in your job search!\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$80K â $138K ⢠Offers Equity ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$80K - $138K","compensationTiers":[{"id":"3f4424db-dde4-4866-85dc-8012f62ce2a6","tierSummary":"US $80K â $120K ⢠Offers Equity","title":"US","additionalInformation":null,"components":[{"id":"67e73171-6cdb-4dae-a27c-030eefc2bf6e","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null},{"id":"90b8cb40-8f38-4536-afe5-482529fcb528","summary":"US $80K â $120K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":80000,"maxValue":120000}]},{"id":"836892f9-baa6-472b-9cd7-70a085daa849","tierSummary":"SF & NY $92K â $138K ⢠Offers Equity","title":"SF & NY","additionalInformation":null,"components":[{"id":"f60f5931-c437-4513-8e55-ef3e83c815a6","summary":"SF & NY $92K â $138K","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":92000,"maxValue":138000},{"id":"70efe4da-e5ea-44bc-9378-7c490e006bbe","summary":"Offers Equity","compensationType":"EquityPercentage","interval":"NONE","currencyCode":null,"minValue":null,"maxValue":null}]}],"summaryComponents":[{"compensationType":"EquityPercentage","minValue":null,"maxValue":null,"interval":"1 YEAR"},{"minValue":80000,"maxValue":138000,"currencyCode":"USD","interval":"1 YEAR","compensationType":"Salary"}]}},{"id":"c0aea1e6-941b-4482-9934-2f959eb37af1","title":"Support Workforce Management Analyst - Americas","department":"Customer Success","team":"Customer Support","employmentType":"FullTime","location":"Remote - US","shouldDisplayCompensationOnJobPostings":true,"secondaryLocations":[],"publishedAt":"2026-07-09T18:31:33.289+00:00","isListed":true,"isRemote":true,"workplaceType":"Remote","address":{"postalAddress":{"addressRegion":"","addressCountry":"United States","addressLocality":""}},"jobUrl":"https://jobs.ashbyhq.com/ashby/c0aea1e6-941b-4482-9934-2f959eb37af1","applyUrl":"https://jobs.ashbyhq.com/ashby/c0aea1e6-941b-4482-9934-2f959eb37af1/application","descriptionHtml":"Hi! I'm Allie, Head of Support at Ashby. đ As our Support organization scales globally, one of the most critical levers for delivering an exceptional customer experience is making sure we have the right capacity, in the right places, at the right times, without sacrificing flexibility, quality, or humanity.
We recently hired our first Workforce Management Lead to build the forecasting and capacity-planning foundation for the team. Now we're adding a Workforce Management Analyst to own the execution layer: turning those forecasts into thoughtful schedules and managing coverage in real time as the day unfolds.
This is not a traditional call-center WFM role. Our Support team is highly tenured, deeply technical, and made up of thoughtful practitioners who regularly contribute beyond tickets, partnering on projects, enabling self-service, shaping tooling, and influencing product direction. Your job is to keep coverage healthy and SLAs met while protecting the flexibility that lets this team do its best work. You'll treat real-time management as an enabling function, not an adherence-policing exercise.
This role is for someone who loves the craft of scheduling and the fast pace of intraday management, is energized by live problem-solving, and sees patterns in real-time data that make the whole operation run smoother.
About This Role
As the Workforce Management Analyst, you'll own scheduling and real-time analysis (RTA) for a global Support organization. You'll partner closely with our WFM Lead, who owns long-range forecasting and capacity strategy, and translate those plans into practical schedules and live coverage decisions. Day-to-day, you'll monitor how the team is tracking against plan, recommend and make real-time adjustments, and surface the intraday signals that keep us ahead of SLA risk.
Because our WFM function is still young, you'll have significant influence over how scheduling and RTA operate at Ashby, setting up scalable, humane practices rather than inheriting rigid ones.
Build and maintain global schedules that align required coverage with our headcount, skills, and time zones, translating the WFM Lead's capacity plans into workable day-to-day schedules.
Partner with Support Managers to evolve schedules as the team grows, regions expand, and needs change, including managing shift-change and time-off workflows.
Design coverage that supports SLA attainment while preserving the flexibility and autonomy our team values.
Account for skill distribution and routing so the right work reaches the right people.
Real-Time Analysis and Intraday Management
Monitor queues and team activity in real time, tracking how we're pacing against schedule and SLA throughout the day.
Make and recommend live adjustments (re-prioritization, coverage shifts, breaks/offline time) to keep service levels healthy as volume and complexity fluctuate.
Spot intraday risks early and communicate them clearly, coordinating with Support Managers to respond without creating unnecessary alarm.
Manage real-time exceptions (spikes, outages, unplanned absences) with sound judgment and a calm, collaborative approach.
Data and Insights
Track team data and behaviors as inputs that improve planning, not as compliance metrics to enforce.
Build and maintain dashboards that give visibility into coverage health, intraday trends, and emerging risk.
Feed real-world scheduling and RTA learnings back to the WFM Lead to sharpen forecasts and capacity assumptions over time.
Cross-Functional Partnership
Partner closely with the WFM Lead, Support Managers, and Support Operations to keep coverage plans aligned with reality.
Act as a trusted, day-to-day point of contact for coverage questions and live adjustments.
Advocate for sustainable, human-centered scheduling decisions that scale with the business.
Scheduling and Real-Time Management Expertise
Hands-on experience with scheduling and/or real-time/intraday management in a Support, CX, or technical services environment (e.g., WFM Analyst, RTA Analyst, or Scheduling Analyst).
Strong grasp of coverage strategies, adherence/shrinkage/occupancy/conformance concepts, and how they translate into daily service levels.
Comfort making sound real-time decisions with imperfect information and a fast clock.
Systems and Analytical Thinking
Highly analytical, able to read live data quickly and turn it into clear, actionable adjustments and recommendations.
Experience with WFM/scheduling tooling and comfort building or maintaining dashboards.
Familiarity working with Support metrics and SLAs in a nuanced, non-mechanical way.
Collaborative and People-Centered
Deep respect for the expertise of Support professionals and an appreciation for flexible, trust-based environments.
Strong communicator who can flag risk and coordinate live adjustments without reading as \"policing.\"
Comfortable partnering across managers and levels, and taking direction from the WFM Lead on strategy while owning the execution.
You Should Apply If:
You love the craft of scheduling and the pace of real-time coverage management.
You see WFM as an enabling function, not a policing one.
You're energized by live problem-solving and making quick, well-reasoned calls under pressure.
You're excited to partner with experienced, technical Support professionals who value autonomy and impact.
You want to help shape how scheduling and RTA operate as Support scales, while partnering with a WFM Lead who owns the forecasting foundation.
You May Not Want to Apply If:
You're looking for a traditional Support environment focused primarily on adherence enforcement.
You want to own long-range forecasting and capacity strategy end-to-end (that sits with our WFM Lead; this role is the scheduling + RTA partner to it).
You prefer fixed rules and static models over iteration, flexibility, and real-time judgment.
You're uncomfortable operating in ambiguity or building structure where none yet exists.
You believe there's one \"correct\" way to staff or schedule Support.
Weâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://www.ashbyhq.com/
We are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are working with amazing companies we're proud to partner with.
Weâve built an incredible team and exceptional product over the past few years, and we truly are just getting started. In short, this is the perfect time to join đ
Our Support team is a part of our Customer Success department, and thus is a part of our Go To Market function. Here are a few points that should give you an idea of what it is like to work with us:
We spend a lot of time building best-in-class products, since we believe a highly differentiated product is easier to sell.
We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers (we hope our 9.8 Support rating on G2 signals this).
We strongly believe that small teams with very talented people and the right work environment deliver much high performance and we're built accordingly.
Our interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:
Intro Call with Recruiting - 30 Minutes
Hiring Manager Interview - 45-60 Minutes
Take Home Assessment - 1 week to complete
Final Round interview - 2 hours
Executive Partnership Interview with our VP of Customer Success
Operational Modeling and Manager Partnership Interview with our Director of Support and Analytics Product Manager
Enablement and Cross Functional Interview with Support Management
Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.
Competitive compensation is offered.
10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.
Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ
Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
$100/month education budget with more expensive items (like conferences) covered with manager approval
Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.
Ashby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.
","descriptionPlain":"Hi! I'm Allie, Head of Support at Ashby. đ As our Support organization scales globally, one of the most critical levers for delivering an exceptional customer experience is making sure we have the right capacity, in the right places, at the right times, without sacrificing flexibility, quality, or humanity.\n\nWe recently hired our first Workforce Management Lead to build the forecasting and capacity-planning foundation for the team. Now we're adding a Workforce Management Analyst to own the execution layer: turning those forecasts into thoughtful schedules and managing coverage in real time as the day unfolds.\n\nThis is not a traditional call-center WFM role. Our Support team is highly tenured, deeply technical, and made up of thoughtful practitioners who regularly contribute beyond tickets, partnering on projects, enabling self-service, shaping tooling, and influencing product direction. Your job is to keep coverage healthy and SLAs met while protecting the flexibility that lets this team do its best work. You'll treat real-time management as an enabling function, not an adherence-policing exercise.\n\nThis role is for someone who loves the craft of scheduling and the fast pace of intraday management, is energized by live problem-solving, and sees patterns in real-time data that make the whole operation run smoother.\n\n\n\nAbout This Role\n\nAs the Workforce Management Analyst, you'll own scheduling and real-time analysis (RTA) for a global Support organization. You'll partner closely with our WFM Lead, who owns long-range forecasting and capacity strategy, and translate those plans into practical schedules and live coverage decisions. Day-to-day, you'll monitor how the team is tracking against plan, recommend and make real-time adjustments, and surface the intraday signals that keep us ahead of SLA risk.\n\nBecause our WFM function is still young, you'll have significant influence over how scheduling and RTA operate at Ashby, setting up scalable, humane practices rather than inheriting rigid ones.\n\n\n\n\nROLE RESPONSIBILITIES\n\n\nSCHEDULING AND COVERAGE DESIGN\n\n - Build and maintain global schedules that align required coverage with our headcount, skills, and time zones, translating the WFM Lead's capacity plans into workable day-to-day schedules.\n\n - Partner with Support Managers to evolve schedules as the team grows, regions expand, and needs change, including managing shift-change and time-off workflows.\n\n - Design coverage that supports SLA attainment while preserving the flexibility and autonomy our team values.\n\n - Account for skill distribution and routing so the right work reaches the right people.\n\nReal-Time Analysis and Intraday Management\n\n - Monitor queues and team activity in real time, tracking how we're pacing against schedule and SLA throughout the day.\n\n - Make and recommend live adjustments (re-prioritization, coverage shifts, breaks/offline time) to keep service levels healthy as volume and complexity fluctuate.\n\n - Spot intraday risks early and communicate them clearly, coordinating with Support Managers to respond without creating unnecessary alarm.\n\n - Manage real-time exceptions (spikes, outages, unplanned absences) with sound judgment and a calm, collaborative approach.\n\nData and Insights\n\n - Track team data and behaviors as inputs that improve planning, not as compliance metrics to enforce.\n\n - Build and maintain dashboards that give visibility into coverage health, intraday trends, and emerging risk.\n\n - Feed real-world scheduling and RTA learnings back to the WFM Lead to sharpen forecasts and capacity assumptions over time.\n\nCross-Functional Partnership\n\n - Partner closely with the WFM Lead, Support Managers, and Support Operations to keep coverage plans aligned with reality.\n\n - Act as a trusted, day-to-day point of contact for coverage questions and live adjustments.\n\n - Advocate for sustainable, human-centered scheduling decisions that scale with the business.\n\n\n\n\nROLE REQUIREMENTS\n\nScheduling and Real-Time Management Expertise\n\n - Hands-on experience with scheduling and/or real-time/intraday management in a Support, CX, or technical services environment (e.g., WFM Analyst, RTA Analyst, or Scheduling Analyst).\n\n - Strong grasp of coverage strategies, adherence/shrinkage/occupancy/conformance concepts, and how they translate into daily service levels.\n\n - Comfort making sound real-time decisions with imperfect information and a fast clock.\n\nSystems and Analytical Thinking\n\n - Highly analytical, able to read live data quickly and turn it into clear, actionable adjustments and recommendations.\n\n - Experience with WFM/scheduling tooling and comfort building or maintaining dashboards.\n\n - Familiarity working with Support metrics and SLAs in a nuanced, non-mechanical way.\n\nCollaborative and People-Centered\n\n - Deep respect for the expertise of Support professionals and an appreciation for flexible, trust-based environments.\n\n - Strong communicator who can flag risk and coordinate live adjustments without reading as \"policing.\"\n\n - Comfortable partnering across managers and levels, and taking direction from the WFM Lead on strategy while owning the execution.\n\n\n\nYou Should Apply If:\n\n - You love the craft of scheduling and the pace of real-time coverage management.\n\n - You see WFM as an enabling function, not a policing one.\n\n - You're energized by live problem-solving and making quick, well-reasoned calls under pressure.\n\n - You're excited to partner with experienced, technical Support professionals who value autonomy and impact.\n\n - You want to help shape how scheduling and RTA operate as Support scales, while partnering with a WFM Lead who owns the forecasting foundation.\n\n\n\nYou May Not Want to Apply If:\n\n - You're looking for a traditional Support environment focused primarily on adherence enforcement.\n\n - You want to own long-range forecasting and capacity strategy end-to-end (that sits with our WFM Lead; this role is the scheduling + RTA partner to it).\n\n - You prefer fixed rules and static models over iteration, flexibility, and real-time judgment.\n\n - You're uncomfortable operating in ambiguity or building structure where none yet exists.\n\n - You believe there's one \"correct\" way to staff or schedule Support.\n\n\n\n\nABOUT ASHBY\n\nWeâre building the next generation of enterprise software, and weâre starting with a suite of products that help talent leaders, recruiters, and hiring managers run their hiring process significantly better. Learn more on our website: https://ashbyhq.comhttps://www.ashbyhq.com/\n\nWe are well-funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We publicly launched in October 2022 and are working with amazing companies we're proud to partner with.\n\nWeâve built an incredible team and exceptional product over the past few years, and we truly are just getting started. In short, this is the perfect time to join đ\n\n \n\n\nABOUT GO TO MARKET\n\nOur Support team is a part of our Customer Success department, and thus is a part of our Go To Market function. Here are a few points that should give you an idea of what it is like to work with us:\n\n - We spend a lot of time building best-in-class products, since we believe a highly differentiated product is easier to sell.\n\n - We also spend a lot of time building a best-in-class customer experience. We aim to offer deep expertise whenever we interact with prospects and customers (we hope our 9.8 Support rating on G2 signals this).\n\n - We strongly believe that small teams with very talented people and the right work environment deliver much high performance and we're built accordingly.\n\n\nINTERVIEW PROCESS\n\nOur interview process is thorough â we aim to ensure each person that joins the team is the right fit for Ashby and will provide ample information for you to assess if Ashby is the right fit for you. The process for this role is as follows:\n\n - Intro Call with Recruiting - 30 Minutes\n\n - Hiring Manager Interview - 45-60 Minutes\n\n - Take Home Assessment - 1 week to complete\n\n - Final Round interview - 2 hours\n \n - Executive Partnership Interview with our VP of Customer Success\n \n - Operational Modeling and Manager Partnership Interview with our Director of Support and Analytics Product Manager\n \n - Enablement and Cross Functional Interview with Support Management\n\n\nBENEFITS\n\n - Youâll get the time to do things the right way; we put a lot of emphasis on high quality work and avoid quick hacks as much as possible.\n\n - Competitive compensation is offered.\n\n - 10-year exercise window for stock options. You shouldnât feel pressure to purchase stock options if you leave Ashby âdo it when you feel financially comfortable.\n\n - Unlimited PTO with four weeks is recommended per year. Expect âVacation?â in our one-on-one agenda until you start taking it đ \n\n - Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.\n\n - Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!\n\n - $100/month education budget with more expensive items (like conferences) covered with manager approval\n\nAshby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.\n\nAshby is committed to a fair and transparent hiring process. We confirm that this advertisement is for an active, existing vacancy within our organization. Please be advised that we may use artificial intelligence-driven tools to assist our recruitment team in screening, assessing, and selecting candidates for this position.","compensation":{"compensationTierSummary":"$95K â $125K ⢠Multiple Ranges","scrapeableCompensationSalarySummary":"$95,000 - $125,000","compensationTiers":[{"id":"86a991a5-c245-4079-92b9-c99e880fd7ee","tierSummary":"$95,000 â $125,000","title":"United States","additionalInformation":null,"components":[{"id":"7dad934c-b7e3-41d8-a981-c80f0f66dcb5","summary":"$95,000 â $125,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":95000,"maxValue":125000}]},{"id":"155bf9ac-353e-48a4-b8be-3d1b61d7e555","tierSummary":"CA$95,000 â CA$125,000","title":"Canada","additionalInformation":null,"components":[{"id":"a0594fa4-52a7-4668-8214-8c6bd484bfd0","summary":"CA$95,000 â CA$125,000","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":95000,"maxValue":125000}]},{"id":"ec0a6969-43d0-4003-a851-8895021b7275","tierSummary":"CA$109,250 â CA$143,750","title":"San Francisco, New York City","additionalInformation":null,"components":[{"id":"edaf6a26-6fa0-4bb8-b59b-a877bb450d8c","summary":"CA$109,250 â CA$143,750","compensationType":"Salary","interval":"1 YEAR","currencyCode":"CAD","minValue":109250,"maxValue":143750}]}],"summaryComponents":[{"compensationType":"Salary","interval":"1 YEAR","currencyCode":"USD","minValue":95000,"maxValue":125000}]}}],"apiVersion":"1"}