We’ve added a new Events  tab in the Sourcing section of Ashby. This is your new home for managing everything related to sourcing events; whether you’re running a university fair, hosting a virtual tech talk, or sponsoring an in-person meetup at an industry conference. This feature is available to customers on the Plus and Enterprise plans.

Events in Ashby enable you to source, nurture and engage top talent directly for opportunities today or down the road.  No more jumping between separate tools or asking for help from Marketing or IT. Events are fully integrated into your ATS and CRM, making it easy to build pipelines from in-person or virtual events and re-engage candidates later.
![](https://a-us.storyblok.com/f/1017310/2312x1730/2d76d5eb5d/events-1.png)

> “One of the biggest benefits was being able to tap into the pipeline we built from these initial hiring events. When we need to re-engage candidates, it is as simple as sending out a bulk email from Ashby. With everything stored in one place, we are able to quickly fill these roles as they open up.” - Jess Taylor, Recruiting Coordinator at Form Energy

Managing Events in Ashby means you can execute hiring events without the help of marketing, IT or other tools. With Events natively integrated into the rest of your tools with Ashby All-in-One, you can eliminate manual tracking and tool switching and connect your hiring events directly to your talent pipeline.

Read on to see how you can use Events to build direct connections with quality talent easily. 

## Creating events
Hosting events usually requires using a separate event software that’s disconnected from the ATS you live in every day. In Ashby, creating Events is a simple setup process. 
![](https://a-us.storyblok.com/f/1017310/2312x1730/62c9381762/events-2.png)
From the sourcing tab within Ashby, you can navigate to Events and create a new Event and configure basic information like its name, date and location. Here you can configure your events in Ashby to be virtual or in-person, and tie them to specific sources to automatically tie pipeline generated back to events. 

You can also add a short description for the Event Registration page or skip this and add it later.

## Build custom registration pages

Recruiting teams can now create fully branded registration pages; no design or engineering help required. Ashby applies your existing branding automatically, and you can enrich pages with images, video, or formatted content using a simple WYSIWYG editor.
![](https://a-us.storyblok.com/f/1017310/2312x1730/91f65352ad/events-3.png)
Each event includes a customizable registration form, pre-filled with name and email fields. You can add fields like social profiles, resume uploads, dietary restrictions, or anything else you’d like to capture.
![](https://a-us.storyblok.com/f/1017310/2312x1730/bad97b39a0/events-4.png)
Because Events are part of Ashby’s All-in-One system, all registration data flows directly into your candidate records and CRM, making it searchable and reportable without extra setup.


## Automate confirmation and calendar invites

Ashby lets you send automatic registration confirmation emails with built-in .ics calendar attachments. If event details change, updates are automatically reflected on attendees’ calendars.
![](https://a-us.storyblok.com/f/1017310/2312x1730/8f72942966/events-5.png)
You can also include RSVP tokens in your emails so candidates can confirm or update their attendance with one click.
![](https://a-us.storyblok.com/f/1017310/2312x1730/8f72942966/events-5.png)

### Build your event audience

Before you send invitations, you’ll need to build an audience list for this event by adding candidates to your event.

1. Add individual candidates directly from the Attendance tab
2. Add candidates using Bulk actions

From any Sourcing Project you will see a new Add to Event action under the dropdown. Just select the candidates you want to add, then use the Add to Event action. You will find your event using the dropdown in the next screen.
![](https://a-us.storyblok.com/f/1017310/2312x1730/792e48b94e/events-7.png)


## Inviting candidates and tracking RSVPs

Now that you’ve created your attendance list, you are ready to send email invitations. Sending email invitations follows the email creation process you already know well. 

Head to your Audience tab and select the candidates to whom you’d like to send an email invitation. After selecting the Email action, you will begin the Bulk Actions email workflow.

Teams can create new event specific email templates, with full token substitution support. Your team can build, design  and send out personalized bulk event invitations without relying on marketing or development teams.
![](https://a-us.storyblok.com/f/1017310/2312x1730/f00051d64e/events-7.png)

## Invite Candidates

To invite candidates, go to the Audience tab, select profiles, and start a Bulk Email workflow. You can use existing templates or create event-specific ones with full token support for personalization.
![](https://a-us.storyblok.com/f/1017310/2312x1730/94cac4b892/events-tbd.png)
Once candidates register, Ashby automatically updates their RSVP status in real time. You can also manually check in attendees during the event, and Ashby will timestamp their check-in.

## Manage RSVPs 

Most Candidates will RSVP by registering for the event using the form you’ve already created for this event. When that happens, for example after you’ve sent bulk email invitations, you will see the attendance status change automatically.

Attendance status can be updated manually from this same Audience tab. It’s also where you can check attendees in by selecting the Yes option. Ashby will automatically add a timestamp.
![](https://a-us.storyblok.com/f/1017310/2312x1730/e0bd7c2c6d/events-manage-rsvp.png)
Events are now available to customers on Plus and Enterprise plans. Try them out from the Sourcing tab in your Ashby account.


We’ve added a new Events  tab in the Sourcing section of Ashby for customers on the Plus and Enterprise plans.

Organize, Manage and Track Recruiting Events with Ashby

Events

Recruiters already text candidates; but usually from personal phones or third-party tools that are disconnected from the ATS. That creates risk, slows down collaboration, and leads to missed opportunities.

Ashby Texting is built to fix that. It brings texting into your core recruiting workflows with the benefits of being trackable, compliant, and easy to use. Whether you’re hiring for corporate, high-volume, or seasonal roles, Ashby helps your team move faster by reaching candidates where they are.

## Integrated and trackable by default

Ashby adds native SMS support directly inside the ATS. When texting is enabled for your organization, you’ll see SMS as an option anywhere you’d typically email a candidate, like interview scheduling, reminders, or sourcing outreach. 
![](https://a-us.storyblok.com/f/1017310/2312x1730/936fad0a81/new-texting-tab-on-the-candidate-profile.png)
All messages (sent or received) appear in the candidate feed alongside emails, notes, and other activity. This gives everyone on the team full visibility into every conversation, without switching tools or systems.
![](https://a-us.storyblok.com/f/1017310/2312x1730/1a87800142/text-messages-appear-on-the-activity-feed.png)

## Compliant out of the box

Ashby handles consent management and 10DLC registration behind the scenes. Just request the feature in-app your admin center to get started. 
![](https://a-us.storyblok.com/f/1017310/2312x1730/cd9a1d9330/enable-texting-from-your-admin-panel.png)

You can collect SMS opt-in on your application form, or trigger a consent request before the first outbound message is sent. If a candidate hasn’t opted in, Ashby will queue the message and send it once they reply “START.” Candidates can opt out at any time by replying “STOP,” and all consent changes are automatically logged. If consent happens outside of Ashby (like during a phone call), recruiters can override it manually.
![](https://a-us.storyblok.com/f/1017310/2312x1730/4182559bff/texting-consent.png)
Ashby provides a single, shared phone number per organization, so messages don’t come from random or unrecognizable numbers. This improves trust, ensures brand consistency, and reduces confusion for candidates at a time when recruiting-related scams are commonplace.

Recruiters can reply to messages from within Ashby or directly via email—whichever is faster. Notifications can be customized to alert recruiters via Slack or email when a candidate replies, opts in, or updates their consent status.

## Templates and automation so your team moves faster
![](https://a-us.storyblok.com/f/1017310/2312x1730/5e92e13ed0/build-texting-templates-with-replacement-tokens.png)
Teams can send messages manually or use Texting Templates with full Ashby token support for personalization. 

Admins can create shared templates; recruiters can manage personal ones. This saves time and ensures consistent, high-quality outreach.
SMS is also fully integrated into interview workflows. From the Schedule Interview activity, you can:

- Send Direct Booking SMS when scheduling
Send Confirmation SMS after booking
- Enable SMS-based Interview Reminders
- Automatically send texts when a candidate enters a specific stage

You can toggle any of these to use SMS or email, depending on what works best.

Note: 
This initial release is limited to support SMS based messaging to US and Canadian phone numbers. Support for WhatsApp messaging in order to text candidates with international phone numbers will come later.



Ashby brings texting into your core recruiting workflows with the benefits of being trackable, compliant, and easy to use. 


Texting in Ashby: Fast, Compliant, and Built for Recruiting

Texting in Ashby


Faster hiring starts with tight alignment from the start. But in practice, busy schedules and unclear expectations often slow things down. 

Hiring manager expectations on ideal profiles can be implicit, feedback hard to collect, and review workflows clunky. This lack of tight alignment leaves recruiters to guess what “good” looks like, creating delays and mismatched candidates. 

Candidate Reviews in Ashby make it easy for hiring teams to quickly exchange structured feedback on candidate profiles and stay aligned all within the ATS. They give you a lightweight, structured way to get hiring manager feedback on candidate profiles quickly and easily. 

## Requesting candidate reviews

You can quickly request reviews from hiring managers using Bulk Actions in Sourcing Projects. To get started, jump into any active sourcing project and select the candidates who match your desired profile. You’ll find a new Request Review action.
![](https://a-us.storyblok.com/f/1017310/2270x1416/028e09ad4f/candidate-review-1.png)
When you do this, a new dialogue screen will appear where you can enter your review request details. You’ll enter a title, select your reviewer, and provide context for the request in the optional note.
![](https://a-us.storyblok.com/f/1017310/2370x1730/7f75b70989/candidate-request-review-2.png)
Once sent, you’ll be notified again when the assigned reviewer has completed their reviews.

## Review candidates easily

Hiring Managers are instantly pulled into the Candidate Review process with a one-click review request that is delivered right into their inbox. The email notification is optimized for action, which is necessary when partnering with busy Hiring Managers.
![](https://a-us.storyblok.com/f/1017310/2862x2102/d445874858/4-3-start-reviews.png)
Hiring Managers will also see a new task notification waiting for them the next time they log into Ashby under a new Reviews tab. This notification makes it easy to track and complete reviews alongside their other hiring team activities.

When a hiring manager starts a review, they’ll see the candidate’s profile along with all the context the recruiter provided. This makes it easy to jump in without a lengthy handoff, or the context switching that comes when using a tool outside your ATS.
![](https://a-us.storyblok.com/f/1017310/2526x2102/abb6cccdd9/start-review-zoomed-out.png)

As hiring managers review profiles, they can score candidates with an easy 1-4 scale, and input any optional notes about the profile to help TA teams better refine their sourcing strategies. The built-in scoring mechanism ensures a structured evaluation across candidates.

This setup allows hiring managers to review candidates on their own time, while giving recruiters the clear, actionable feedback they need to move fast and stay aligned.

Hiring Managers will work through each profile until they have finished reviewing all candidates. At that point they will see the same completed reviews page that you do.

Perfect for tight feedback loops, clearer collaboration, and faster iteration on sourcing strategy.

## Review feedback at a glance

With Candidate Reviews, it’s easy to tell whether your sourcing strategy is working. Candidates who received a passing score (3 or 4) are marked with a green thumbs-up icon. Those who scored 2 or below are marked with a red thumbs-down.
![](https://a-us.storyblok.com/f/1017310/2370x1730/2e5c3d3fc9/candidate-review-summary.png)
On the right side of the Reviews page, Ashby summarizes the hiring manager’s feedback across the pool of candidates you requested for review. You’ll see who reviewed the candidates, any notes they left, the average score, and the overall pass rate. Recruiters can also view the original note shared when the review was requested, giving full context to the request.

Even at high volumes, Candidate Reviews are designed to be actionable. They help you spot trends, adjust your approach, and continuously improve alignment with hiring managers.

When there’s enough review data, Ashby takes it a step further with AI-powered summaries. These summaries highlight sentiment, surface patterns in the feedback, and suggest next steps, like tightening your criteria or shifting your focus.

## A central view of all reviews
Under the Sourcing tab, Ashby customers will find a new Candidate Reviews item. Here they can see a central view of Candidate Reviews across your organization. Teams can view their sent and received requests, create targeted filtered views, and manage the status of current candidate reviews. 
![](https://a-us.storyblok.com/f/1017310/2370x1730/db3fe0deba/4-3-cr-home.png)

You can filter by reviewer, requester, title, status, and confidentiality  which makes it easy to stay organized as volume grows.


Candidate Reviews give you a lightweight, structured way to get hiring manager feedback on candidate profiles quickly and easily. 


Candidate Reviews in Ashby

Candidate Reviews: Enhance Collaboration Between Recruiters and Hiring Managers

Candidate Reviews

You can now automatically create Slack channels tied to a candidate’s interview schedule. These channels will invite the appropriate Ashby users in Slack and post a templated message helping you coordinate interview logistics.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/1e62293a069d48ee92addb902825c530" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

When running your interview process, you often need a quick and centralized way to communicate for scenarios like:

- Notifying interviewers that a candidate is running late to an onsite
- Finding an alternate interviewer with help from Hiring Managers
- Sharing context around reschedules
- Providing visibility into changes to the interview panel
- And more!

A dedicated Slack channel for these updates eliminates one-off side conversations and ensures everyone has the context needed to deliver a great interview experience for candidates. 

To get started, you can configure your Slack channel communication defaults at the organizational level, within the “Schedule Interview” activity on an interview plan, or at the time of scheduling.

![](https://a-us.storyblok.com/f/1017310/2256x1916/b2b6006d80/configure-slack-details.png)


Before scheduling the interview and creating the channel, you’ll have the opportunity to review all automation details.

![](https://a-us.storyblok.com/f/1017310/2622x1466/54fb56562f/confirm-and-review-slack-details.png)


Once the interview is scheduled, a Slack message with all relevant details will appear in the new channel. You can then use this channel to coordinate interview logistics throughout the candidate’s job consideration.

![](https://a-us.storyblok.com/f/1017310/2850x1578/d2b83c85ab/slack-channel-created-and-posted.png)

Our new Slack channel automation for interviews eliminates the hassle of creating, archiving, and managing channels, especially at scale across dozens of candidates. It automatically ensures the right people are added, saving time and effort. Templates streamline the process by including key interview details, all conveniently accessible in Slack.

To learn more, [visit our knowledge base](https://ashbyhq.notion.site/Slack-5cd9c8c9de9d4fd98db48f9952b88523) for all the details. If you’re interested in trying out Ashby and our new Slack channel automation for interviews, you can [book a demo](https://www.ashbyhq.com/request-demo) to learn more.


You can now automatically create Slack channels tied to a candidate’s interview schedule. These channels will invite the appropriate Ashby users in Slack and post a message template helping you coordinate interview logistics.


Automatically Manage Slack Channels for Interviews

Automatically manage Slack channels for interviews

Today, we’re releasing AI-Assisted Application Review to all customers in Ashby. It’s designed to help you manage high inbound application volume and one of the biggest improvements to our customer’s productivity we’ve launched to date.

Check out a full walkthrough below:

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/f39e1f94c21941988c494703e25c6118" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

We know a big part of adopting new AI technology into your workflow means having the proper assurances around privacy, compliance, and safeguards to protect against candidate biases.

In this post we’ll detail how the new AI-Assisted Application Review feature works, and importantly, how Ashby helps you adopt this technology in a responsible way.

### The rise of inbound application volume

We’ve seen a number of trends contribute to the influx of inbound applications over the last few years:

![inbound application volume](/images/01-applications-per-job-by-job-type-updated-jan-24-v2-2x.png)

* Macro factors leading to more applicants on the market with longer job searches
* Remote work taking hold creating bigger pools of talent for each job
* The proliferation of technology that makes it easier for candidates to apply

Talent teams have the tough job of managing high volume inbound channels while delivering on candidate experience and still carving out time for high touch recruiting activities.

Your team may be asking questions like: How do we prevent application review from being a huge time sink? How can we surface promising applicants and quickly get back to them? How can our team spend more time on high-value hiring activities?

The new AI-Assisted Application Review feature offers a step change in efficiency for reviewing applications while responsibly using the latest advancements in AI.

> We receive a high volume of inbound applications, and our team was spending significant time managing the initial review process. The AI-Assisted Application Review feature from Ashby has been valuable in helping us efficiently sort through this influx. It allows us to quickly flag candidates who meet our key skill requirements while still maintaining a human-centered approach to final evaluations. - Hootan Altafi, Head of Talent Operations, Dandy

Read on to see how it works.

### How AI-Assisted Application Review works in Ashby

In your Job settings you now have the option to define criteria that’s used by the integrated AI model to analyze applicant resumes.

![setting criteria for AI assisted application review](/images/02-defining-criteria.png)

This allows you to document criteria directly in the ATS and introduces a new level of objectivity and consistency for your reviewers.

Applicants are evaluated against each of the criteria you've defined. Under the hood, when you run these application reviews, the AI is parsing through each resume, trying to find evidence as to whether the candidate "Meets" or "Does not Meet" the criteria you’ve defined. Once complete, the AI returns the best determination, along with rationale for how the determination was made.

![candidate list with criteria](/images/03-candidate-list.png)

You can then filter and segment your application review based on any specific combination of criteria you define. This offers a marked efficiency improvement to your application review process.

![filtering candidates](/images/04-filtering-by-criteria.png)

By structuring and segmenting applicants based on criteria they match, you immediately start to recognize time-savings. You can:

* Review applicants that meet all your must-have criteria first and get back to them quicker
* Verify and reject candidates that meet few or none of your criteria
* Construct a dynamic set of filters in a few clicks to suit your own approach 

When you’re reviewing applications you’ll always see the AI output along with citations for how the determination was made.

![ai citations in output](/images/05-citations-in-evaluation.png)

Then, it is up to the reviewer to advance or reject. 

Using this segmented approach means you’re no longer guessing what type of resume is coming next during your review. Not knowing what type of resume you’re evaluating with each new application is often what leads to the "time sink" during manual review.

By grouping similar applications (based on criteria you set) you stay in context during the review of each batch. 

This is what enables you to review efficiently across a large volume of applicants.  VP of Talent at Ashby, Jim Miller, details how this approach [helped him review 1500 applications in 6 hours](https://www.ashbyhq.com/blog/recruiting/ai-assisted-application-review-in-practice).

### How Ashby helps you responsibly adopt AI technology

It’s not enough to just build an AI-powered feature that helps with productivity. We spent a significant amount of our product development addressing the various implications of using AI in this part of your hiring process. Here are the ways we’re helping you responsibly integrate AI technology into your workflows.

#### Proactive Monitoring and Compliance with AI Legislation

The AI legislative landscape is rapidly evolving. Recently, we’ve seen NY Local Law 144 take effect with Colorado SB 24-205, Illinois HB3773 and the EU AI Act slated for enforcement in 2026.

We’re tracking these requirements and have already taken measures to ensure your team is set up for compliance with these regulations. This includes:

* A bias audit conducted by an independent third-party. We’ve contracted Fairnow to support both audit and AI model inventory requirements.
* DPAs and other contractual measures in place with sub-processors to ensure customer data is not used by them to train models.
* Flexible support for configuring applicant disclosures, including the ability for applicants to opt-out of AI processing.

As these regulations continue to evolve so too will AI in Ashby to stay at the forefront of compliance.

#### Taking Multiple Steps to Avoid Bias

We’ve built into the product several features to help protect against bias, both implicit and explicit. This includes in-app warnings around specificity and best practices for prompting,

![guideline for criteria](/images/06-guideline-warnings-vague.jpeg)

as well as more direct warnings around potential Equal Employment Opportunity (EEO) violations.

![EEO warning](/images/07-guideline-errors-eeo.jpeg)

Additionally, before resumes are sent to AI models for processing, we redact PII to avoid the possibility of bias being introduced from model training data.

We’ve also made our third-party bias audit results publicly available here: [Bias Audit for Ashby’s Criteria Evaluation Model](https://www.ashbyhq.com/downloadables/ashby-bias-audit-08-2024.pdf).

Removing the potential for bias to support an even playing field is a priority and we’ll continue to invest here while employing proactive product thinking. 

**Clarity and Transparency Around AI Model Outputs**

Like other AI features in Ashby, you can view the citations of source material next to the analysis. These citations make understanding the AI evaluations transparent. No black box.

![more detailed citations](/images/08-double-click-transparency.jpeg)

In cases where you see an AI output that you don’t agree with, you can flag, report, and override the analysis. This gives you fine-grained control over outputs and ensures you’re not compromising important parts of your review process. 

![flag-ai-evals](/images/09-flag-evals.png)

You’ll also notice some criteria may be marked as skipped or unknown.

![undecided examples](/images/10-undecided-example.jpeg)

If the AI can't make a determination, the criteria evaluation will be marked as unknown. If the resume is unreadable, the criteria will be marked as skipped in the output.

#### Empowering Talent Teams

Our approach takes an optimistic view on AI’s ability to enhance the productivity of talent teams, while increasing fairness and transparency for candidates. 

While AI surfaces key information to support decision-making, it’s ultimately the qualified humans on your team making an advance/reject decision. Fundamentally, the technology is **assistive** in nature and designed to expand your team’s capacity - not replace it.

### Getting Started

This feature is available on all plans, with a baseline number of credits included in each plan. Incremental usage credits are available to purchase based on your company's application volume.

To get started with AI-Assisted Application Review head over to the “Opt-in Features” section in your organization’s admin settings to enable the feature. See the full setup guide over at [Ashby University](https://ashbyhq.notion.site/617bc3a1c4e143e091c599342ced1b2c).  If you’re interested in trying out Ashby and the new AI-Assisted Application Review you can also [Book a demo](https://www.ashbyhq.com/request-demo) to learn more.

Define criteria for your jobs and use AI to analyze matches across inbound applications.

Manage inbound application volume with AI-Assisted Application Review

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Organize, Manage and Track Recruiting Events with Ashby

Texting in Ashby: Fast, Compliant, and Built for Recruiting

Candidate Reviews: Enhance Collaboration Between Recruiters and Hiring Managers

Automatically Manage Slack Channels for Interviews

Manage inbound application volume with AI-Assisted Application Review

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