Product

aronow.io

Assured is a claims automation insurtech backed by leading Silicon Valley investors.

Assured

Astronomer

Attentive

Aurora Solar

Aven

Benchling

iPaaS integration platform with a worldwide reach

Boomi

Boulevard

Brightline brings virtual behavioral and mental health care to kids and teens, with a focus on also supporting families. 

Brightline

The Browser Company

Calm

Census

Character.AI

Clever

CloudTrucks

Coder is a remote infrastructure development platform that makes working with code easier than ever. Coder enables everyone from industry rookies to experts to develop code faster than ever before, using templatized starting points and ultra-secure workspaces.

Coder

Cohere

Cointracker

Color

Convictional uses technology to make logistics easier for retailers and their suppliers by automating supplier integration, onboarding, and merchandising.

Convictional

Costanoa Ventures

Enterprise-grade accounting, audit, and tax software for your digital assets

Cryptio

Decimal

Deel is payroll for modern business. No matter where you're hiring, Deel helps customers run payroll, supporting 150+ countries with hundreds of worldwide experts. Deel helps their customers know that hiring, paying, and managing stayed compliant and easy in their all-in-one platform.

Deel

Deepnote

Deliveroo

Docker

Dune

Duolingo

EightSleep is more than a mattress company - it's a suite of products devoted to sleep fitness. Their goal is to make sure that your sleep is as high-performing as you are, helping you meet and exceed the bar for excellence in your waking life. Athletes and scientists alike love their range of highly customizable sleep tech because it helps them live healthier.

EightSleep

Format One

FullStory is an insight platform that aims to create a more perfect web experience by capturing website data to give clients like GNC, Carvana, and Lowe’s greater insight into how users access their websites.

FullStory

Galileo

Gorgias

GrowthAssistant

HackerOne

Help Scout

Infinite Lambda

Ironclad

Juni

Kustomer

Leapsome

Lemonade

Linear

Linktree

Machinify

Marqeta is a modern card issuing platform dedicated to empowering innovators to launch their products to the world. They have over a decade of experience as a trusted, high-tech solution for builders who need simple, scalable payment solutions.

Marqeta

Mastodon

Mercury

Metaview

Modern Treasury

Monte Carlo is a Series D data observability company helping its customers accelerate the adoption of data to eliminate downtime. 

Monte Carlo

Multiverse

Notion is the go-to for notes, tasks, wikis, and databases, blending everyday work apps into one. It serves as an all-in-one workspace for note-taking, task management, and project management. 

Notion

Compensation software that offers 5,000+ companies clarity for every pay decision.

OpenComp

Opendoor

Plato

PostHog

PostHog is an open source analytics platform. Their product is used by product, engineering, and marketing teams to understand user behavior, including product analytics, session recording, user paths, a/b testing, heatmaps, and more. The suite, founded through Y Combinator in 2020, has since been installed by over 10,000 companies.

Pragma Platform

ProAmpac

Pulley

QFinds

Quora

Ramp

Readme

Recruiting Pundit

Reddit

Replit

Retool

peer network for senior in-house resourcing leaders

RL100

Scratchpad

With over 2k clients and 20+ years of experience, Sequoia Consulting Group  is a services, tech, advisory business that provides clients with a platform for rich analytics.

Sequoia

Shelby Wolpa Consulting

Sift

Snowflake

Snyk

Solana Foundation

Sourcegraph

Stytch

Syfon

Talentful

Democratizing stocks trading across Europe

Trading 212

Treasury Prime

TroopHR

VanMoof is a Dutch e-bike company creating stylish, feature-rich city bikes. They're the fastest growing bike company in the world, with an active community in over 50 cities worldwide.

VanMoof

Vanta

Vantage

Veev

Verkada

WeTransfer

Zapier

Zinc

Zippin

Benjamin Encz

Culture

When the Ashby team met for the first time, we took a moment to reflect on and codify the attributes we value most in those we hire, and on the operating principles that guide our work. We'd like to share that with you here.

Ashby’s Operating Principles

Engineering

Recruiting

Tony Ramirez

Today, we’re releasing the ability to send Newsletters to your candidates directly from Ashby. This gives you an easy way to manage audiences and create Newsletters to nurture and engage your talent in Ashby. This feature is available to customers on the Enterprise plan.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/c7238758058e495d9b67669b89b915fb" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

Using Ashby to send your newsletters means you can easily manage your candidate audiences and track the effectiveness of your programs with powerful reporting.

> “With Ashby we have a newsletter sending capability that's easy to use, looks good, and integrates seamlessly with all of our other recruiting activities. Because it's sent through Ashby, it's also really easy to create audiences and track ROI.” -[Brady Stevenson](https://www.linkedin.com/in/stevensonbrady/), Director of Talent Acquisition, Virta

Newsletters in Ashby enable you to nurture your relationships with talent over time without introducing additional complexity attached to most newsletter tools. 

![newsletters overview in Ashby](/images/01-newsletters.png)

Read on to see how you can easily build your audiences and deploy a newsletter-sending strategy that impacts your talent pipeline. 

### Managing audiences

Managing newsletter nurturing strategies across disparate tools ends up creating extra admin overhead. Tracking unsubscribes, syncing contact lists, protecting candidate data, and properly tracking ROI – there’s a lot to think about.

Even if there is some functionality built into your existing stack, you often run into limitations that impact your nurture strategy.

> “We initially tried stitching together our previous ATS and sourcing tool, but this ended up creating more work because of the various syncing issues. Way too time-consuming and complicated.” - [Darcell Edwards](https://www.linkedin.com/in/darcell-edwards/), Talent Acquisition, Zapier

In Ashby, you can easily create dynamic and up-to-date newsletter audiences for all the candidates already in your CRM using our advanced filtering system.

![filters create your audience](/images/02-creating-audiences.png)

You can also use a combination of [sourcing forms](https://www.ashbyhq.com/blog/product/sourcing-forms-feature) and [projects](https://ashbyhq.notion.site/3ed5d0be297f440db15fedd5da6a8a67) to create your talent pool of interested leads.

![sourcing forms signup](/images/03-sourcing-forms.png "Sourcing forms can populate your newsletter audience ")

Your newsletter audiences will always be up to date while giving you the ability to capture and filter on dimensions you like directly in Ashby.

### Creating and sending Newsletters

Having an easy-to-use newsletter tool to design emails often leads teams to evaluate dedicated newsletter solutions.

> “We considered third-party newsletter tools, but they were overly expensive and we didn’t have confidence in how they treat candidate data.” - [Darcell Edwards](https://www.linkedin.com/in/darcell-edwards/), Talent Acquisition, Zapier

That’s why we made sure to provide a simple editing experience that doesn’t require your team to be experts in email design. You also have the added benefit of responsibly treating candidate data with the same protection as you already do across all your other policies in Ashby.

![WYSIWYG editor](/images/04-creating-newsletters.png)

Access rich email components that you can drag-and-drop into your design. You don’t need to be an expert to create beautifully looking newsletters, and you have all the controls you need to stay "on brand."

![Verifying audience](/images/05-verifying-audience.png)

Once your newsletter has the design, content, and audience set, you can review and send it out to your audience.

### Tracking performance and ROI

Now that we’ve got our audiences and newsletters running through Ashby, tracking performance and ROI becomes drastically simpler.

> “When you engage with passive candidates, it can be hard to quantify if it’s worth the time. With Ashby, we can not only send newsletters, but we can also easily track the ROI—all in one tool,” - [Darcell Edwards](https://www.linkedin.com/in/darcell-edwards/), Talent Acquisition, Zapier.

See newsletter engagement statistics directly on the newsletter audience view. You'll also see the status of the send as a column in the audience table.

![engagement statistics](/images/06-statistics.png)

With this tracking in place, we can also start to surface insights further down the funnel by using the more advanced reporting capabilities in Ashby.

![funnel report](/images/07-advanced-reporting.png "Candidates that opened newsletters and their job consideration stage")

This gives you the ability to easily measure and track ROI to make strategic decisions about your newsletter programs.

### Getting started

Sending Newsletters through Ashby is available today for all Enterprise customers. You can get started by hovering over the “Sourcing” link in your top nav and clicking “Newsletters” from the dropdown.

![getting started](/images/08-getting-started.png)

To see a full setup guide, head over to the [Ashby Knowledge Base](https://ashbyhq.notion.site/bb815e6380fc4e0c88e6c2a63c57d8d6) for all the details. If you’re interested in trying out Ashby and the new Newsletters feature, you can also [book a demo](https://www.ashbyhq.com/request-demo) to learn more.

Manage audiences, create newsletters, and track the ROI of your newsletter programs.

New Feature: Create, manage, and send Newsletters directly from Ashby

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.

New Feature: Manage inbound application volume with AI-Assisted Application Review

Today, we’re releasing Hiring Manager Experience Surveys in Ashby. These are surveys sent to hiring managers once a hire has been made to solicit feedback on collaboration with the talent team and overall recruitment process. Available on Plus and Enterprise plans. 

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/8f662c09b83f42498747fee18388cb32" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

Historically, teams might use Google Forms, live meetings, or other third-party tools. Managing this feedback loop in a separate place from where your recruiting activity happens ends up feeling like a burden rather than a well intended way to improve your process and collaboration. 

To run a meaningful feedback and improvement process, you need:

* the right automation and triggers for sending surveys to hiring managers
* accessible candidate, recruiter, and hiring manager data
* the ability to measure and report on hiring manager feedback

> "We are LOVING the new Hiring Manager Experience surveys. It's much cleaner than the old way we used to collect feedback. We send it to all hiring managers when a hire is made. It’s set up on Slack to send us a notification when a response comes through, and we have it saved on our dashboard so we can stay on top of the feedback." -Liz Wagner, Talent Operations & Programs, Vanta

Hiring Manager Experience Surveys in Ashby provide you with the tools to help you achieve better hiring outcomes and collaboration with these important stakeholders. Let’s take a look.

## Setting up Hiring Manager Experience Surveys

Get started by setting up your survey and rules for sending. Surveys are customizable and come with five default questions pinpointing key areas for a successful partnership.

![hiring manager experience survey questions](/images/1-hme-survey-questions.png)

These five prompts use a linear rating for collecting feedback. They include:

* My assigned recruiting team member(s) communicated in a clear and timely fashion throughout my recruiting experience.
* The assigned recruiter carried out a thorough intake process and provided guidance on the recruiting process and strategy for my role.
* The assigned recruiting team member(s) understood the role well, helped identify qualified candidates, and provided guidance throughout the recruiting process.
* The interview scheduling process was well-organized and made progress at a satisfactory pace.
* Based on your experience with members of the recruiting team, how would you rate your overall satisfaction?

These assessments make default reporting easy and help you identify trends over time. You can add additional questions or remove these defaults if needed. We recommend keeping the defaults to track trends in your reporting over time.

Similar to other surveys in Ashby, you can automate and filter when deciding how you want to deliver surveys to hiring managers.

![hiring manager experience surveys filtering and automation](/images/2-hme-filtering.jpeg)

You have access to fine-grained controls on how many reminders you send to complete feedback.

![hiring manager experience surveys limit notifications](/images/3-hme-expiry-notifications.jpeg)

We’ve also implemented smart controls for how often you ask hiring managers for feedback.

![hiring manager experience surveys batch notifications](/images/4-hme-cooldown.jpeg)

This helps ensure you’re not flooding hiring managers with feedback requests when they’re making several hires in a short period of time. 

When a survey request is sent (manually or through automation), hiring managers will receive a task and notification to complete feedback.

![hiring manager experience surveys task notification](/images/5-hme-notification.png)

This takes hiring managers to a screen where they can submit feedback. 

![hiring manager experience surveys submit feedback](/images/6-hme-submitting-feedback.png)

We provide out-of-the-box reporting and you can always build your own as needed.

![reporting on hiring manager experience surveys ](/images/7-hme-reporting.png)

We’ve made it easy to set up the right triggers for collecting and measuring this important feedback loop. These surveys are designed to strengthen the partnership between hiring managers and talent teams so you can better find and attract the best talent. 

To get started with Hiring Manager Experience Surveys, head over to the “[Employee Surveys](https://app.ashbyhq.com/admin/organizational-settings/employee-surveys/hiring-manager-experience)” page in the admin area and set up your survey and filters. If you’re interested in trying out Ashby and the new Hiring Manager Experience Surveys, you can also [book a demo](https://www.ashbyhq.com/request-demo) to learn more.

Solicit feedback from hiring managers on the recruiting team, overall partnership, and recruiting processes.

New Feature: Hiring Manager Experience Surveys

Kat Fergerson

You can now integrate Ashby with [ChartHop](https://www.charthop.com/), unifying your hiring data with your people data. 

ChartHop is a dynamic people operations platform that connects and visualizes people data so you can plan, manage, and engage your entire organization. With an HRIS, headcount planning, compensation reviews, performance, and engagement, ChartHop is used as a central nervous system of people data for many teams. 

“This is an exciting partnership in the People and Talent ecosystem,” said Benjamin Encz, Ashby’s CEO and Co-Founder. “ChartHop’s focus on enabling People Teams to operate with the best tools and processes possible is an extension of our hiring excellence vision at Ashby.”

The integration solves a critical pain point for organizations: keeping hiring and talent data in sync. Users can now transfer data between Ashby and ChartHop, ensuring hiring plans and people operations are always aligned and eliminating the need for manual data entry.

ChartHop CEO and Founder, Ian White, added: “Keeping an organization aligned on a hiring plan isn’t easy, and too often, people and talent data can get messy and out of sync. Fortunately, Ashby builds their ATS software much the way we build our HRIS at ChartHop: fast, prioritizing user experience, and making complex data workflows simple. We’re thrilled to have these two best-in-class systems keep in perfect tune with each other with our new bidirectional integration.”

## Using the Integration

Once configured, this integration creates new Ashby Openings from ChartHop jobs and pushes hire information back to corresponding jobs in ChartHop.

**Create new Ashby Openings from ChartHop Jobs**

When a job is set to Active in ChartHop, an opening is created in Ashby. Please note, this integration doesn’t create jobs in Ashby. This ensures your team is able to use template jobs and link the automatically created openings to them as necessary.

![](/images/create-new-ashby-openings-from-charthop-jobs.gif)

**Push Hire Data to ChartHop Jobs**

Once a candidate is hired, Ashby will push their data back to the corresponding job in ChartHop. You have the option to send the data automatically or push it manually.

![](/images/push-hire-data-to-charthop-jobs.gif)

We’re excited to welcome ChartHop to the Ashby integration ecosystem! 

Existing customers can enable the ChartHop integration in the Integrations marketplace. If you’re interested in learning more about Ashby and our new ChartHop integration, you can also [book a demo with us](https://www.ashbyhq.com/request-demo) to learn more.

You can now integrate Ashby with ChartHop, unifying your hiring data with your people data. 

New Integration: Connect Ashby to ChartHop’s People Operations Platform

Debriefs are a key pillar for evaluating and deciding on the candidates you want to hire. They can also feel like a chore without the right workflow in place. In our [recent release of Debriefs](https://www.linkedin.com/feed/update/urn:li:activity:7189283691276247040), we created a seamless experience for scheduling your debriefs, and now we’re taking it one step further—introducing Ashby’s latest AI-powered feature: Debrief summaries.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/218fc76c94ab4892a9a18ead346b4e09" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

Debrief summaries are automatically generated by aggregating feedback from prior interviews and provide a top-level summary to help drive the discussion for this important part of your interview process.

![Debrief summary](/images/ai-summary.png)

AI in Ashby means you have tools that understand and augment your recruiting process. Just like our other AI-powered features, you can regenerate the output and easily see the source of the generated text.

![](/images/regen-and-source.png)

By offering a seamless scheduling and recap experience for interviewers, you can lean on Ashby to help structure your debrief process to make confident hiring decisions.

To get started, make sure you’ve enabled access to the “AI Generated Interview Feedback Summary” under organizational settings.

![](/images/enable-access.png)

Now, when you visit the briefing page for your debriefs, you’ll see the automatically generated summary based on prior interview feedback.

![](/images/click-to-debrief.gif)

Debrief summaries are available today for all Ashby customers. If you’re interested in trying out Ashby and our latest AI-powered feature, you can [book a demo](https://www.ashbyhq.com/request-demo) today.

Automatically generate summaries for your debriefs based on submitted feedback. 

New Feature: AI-Powered Feedback Summaries for Debriefs

Modern recruiting scheduling requires a level of depth and capabilities that don’t exist with more traditional tools. Today TA teams are being asked to balance high volume scheduling with exceptional candidate experience – while often operating with very lean departmental headcount. 

An ATS that can support automation, accuracy, and complex scheduling processes is a requirement for top talent teams. After several years of working closely with customers and executing our vision, we’re excited to announce Ashby has achieved this. We’re calling it Ashby Scheduling 2.0.

![2-0-scheduling](/images/scheduling-2-0-body-2x.png)

These new releases bring a ton of additional value to core scheduling and mark the launch of our Advanced Scheduling Automation Add-on. In this post, we’ll detail:

1. Core scheduling improvements focused on speed, candidate experience, and quality of interview outcomes released in Q1 2024.
2. Our new Advanced Scheduling Automation Add-on with AI-powered auto-scheduling, interviewer training, Scheduling Requests, and more.

First, let’s recap our core scheduling improvements.

## Core scheduling updates

Our core scheduling functionality has reliably served our customer base from small startups to publicly traded enterprises with bi-directional calendar syncing, self-serve scheduling links for direct booking and availability requests, communication templates, automation, and more.

Released over the last quarter, here is everything new in scheduling – available to customers across all plans.

### Automation for sending scheduling links

Direct booking and candidate availability links can be sent automatically when candidates enter a specific interview stage.

![schedule-link-triggered](/images/4-automation-for-scheduling-links.png "Scheduling link automatically sent on stage change")

![email-feed-item](/images/4.5-automation-for-scheduling-links.png "Email automatically sent with link")

These automations will trigger and send out the connected email template with these scheduling links. This helps keep candidates moving in your process while removing manual tasks from your workflow.

*Read more here setting up this automation [at Ashby University](https://ashbyhq.notion.site/Automated-Activities-fad8bc1ad2f747119072c0222f91fd4f#df1a090269334461bfeed6ec744f3228).*

### **Interview reminders**

Create customizable reminders sent to interviewers and candidates over email/Slack before an interview.

![interview-reminders](/images/5-interview-reminders.png)

Interview Reminders help eliminate regrettable no-shows and prompt attendees to switch into the right frame of mind to support higher quality interviews.

*Read more about [Interview Reminders here](https://www.ashbyhq.com/blog/product/interview-reminders).*

### **Dynamic interviewers**

When setting up your schedules, you can set interviewers based on hiring team roles.

![dynamic-interviewers](/images/6-dynamic-interviewers.png)

This is great if hiring team roles change for any reason during your hiring process. You don’t need to worry about updating and rescheduling with the right person. 

### **Company Holidays**

Setting holiday blocks directly in Ashby makes it easier to fine tune company-wide interview availability around holidays.

![company-holidays](/images/7-company-holidays.png)

This ensures you don’t need to rely on employees to mark their calendars or try to manage it on a separate company-wide calendar that lacks interviewing context e.g. travel around holidays.

### Debriefs

Ensuring you get debriefs scheduled as soon as possible is crucial for high quality hiring decisions. The option to add a debrief activity to any given schedule will be rolling out over the next week to all customers.

![initiate-debrief](/images/1-debriefs-initiate.png)

From here, you’ll be prompted to schedule a debrief directly from Ashby with all the previous interviewers and context from prior rounds.

![debrief-setting-attendees](/images/2-debrief-attendees.png)

Debriefs also give you the opportunity to try out the new auto-scheduler. The auto-scheduler will automatically generate proposals based on the interviewers' availability for scheduling the debrief.

![debrief-auto-scheduler](/images/3-debriefs-auto-scheduler.png)

Driving the debrief process from Ashby helps improve hiring decisions by ensuring you can schedule timely debriefs.

## **Advanced Scheduling Automation Add-on**

For teams with sophisticated scheduling needs, we’re releasing a new add-on that helps handle high volume and more nuanced scheduling workflows. 

See an overview below or check out a walkthrough and deep dive here: [Advanced Scheduling Automation Add-on](https://www.ashbyhq.com/blog/product/advanced-scheduling-automation-add-on). Available to purchase as an add-on for all Plus plan customers.[](https://www.ashbyhq.com/blog/product/advanced-scheduling-automation-add-on)

### **Auto-scheduling**

The new auto-scheduling workflow automatically generates multiple schedules for your team, helping you handle complex interview panels and loops.

![auto-schedule-proposal](/images/8-autoscheduler.png)

This auto-scheduling functionality can happen as soon as the candidate submits availability, or as you're working through your regular scheduling workflow. The auto-scheduler will also consider the recent interview load when generating schedules and you can always jump into a proposed schedule to adjust as needed.

### **Interviewer training**

Manage qualified interviewers and trainees directly within Ashby.

![interview-training](/images/9-interviewer-training.png)

Enable interviewer training for your interviewer pools in Ashby so you can set up shadows, reverse shadows, and track the qualification status of all your interviewers.

![reverse-shadows](/images/9.5-interviewer-training.png)

This makes it easy to schedule the right mix of qualified interviewers and those training to become qualified interviewers.

### **Scheduling requests**

When you need to hand off and track scheduling requests to a dedicated team, you want to know everything that’s in process, who owns what, and high priority requests that need special attention. 

Now, you can create, track, and process scheduling requests directly in Ashby.

![initiate-scheduling-request](/images/10-scheduling-requests.png "Initiate scheduling request")

![track-scheduling-requests](/images/10.5-scheduling-requests.png "Track scheduling requests")

This gives you the benefit of creating scheduling requests in the same system where they’re being scheduled with all the context of the recruiting data you have in Ashby.

### **Hold scheduling**

When scheduling across many busy calendars, you may want to hold a particular time slot while you confirm details.

![hold-scheduling](/images/11-hold-scheduling.png)

Schedule a “Hold” on interviewer calendars while choosing to create the event silently or notify at the time of creation.

### **Automatically swap declined interviewers**

Interviewer declines often create extra work for recruiting coordinators after finding that one time that works for everyone on the hiring panel.

![auto-swap-declines](/images/12-auto-swap-declines.png)

Fortunately, when using interview pools in Ashby, we can lean on some of the work you’ve done upfront. 

If an interviewer declines, we can automatically swap in an alternate without you needing to go back to Ashby. We’ll notify the organizer when this happens, so you know exactly who declined and which alternative was put into place.

## Ashby Scheduling 2.0 and beyond

We are so excited to bring some of the ideas and concepts we’ve had for many years to the scheduling capabilities of Ashby. These updates help teams handle the intricate challenges of scheduling high volume and complex schedules.

All core scheduling updates are available today, and you can get in touch with your Customer Success Manager to learn more about the [Advanced Scheduling Automation Add-on](https://www.ashbyhq.com/blog/product/advanced-scheduling-automation-add-on). If you’re interested in giving Ashby and all the powerful scheduling updates a try, you can [book a demo](https://www.ashbyhq.com/request-demo) to learn more.

Scheduling with Ashby has reached new heights. Core scheduling focused on candidate experience and a new add-on that features AI-powered auto-scheduling, interviewer training, scheduling requests, and more.

Product

New Feature: Create, manage, and send Newsletters directly from Ashby

New Feature: Manage inbound application volume with AI-Assisted Application Review

New Feature: Hiring Manager Experience Surveys

New Integration: Connect Ashby to ChartHop’s People Operations Platform

New Feature: AI-Powered Feedback Summaries for Debriefs

Ashby Scheduling 2.0: Next Generation Scheduling for Modern Recruiting

Product

Resources

Company

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Product

New Feature: Create, manage, and send Newsletters directly from Ashby

New Feature: Manage inbound application volume with AI-Assisted Application Review

New Feature: Hiring Manager Experience Surveys

New Integration: Connect Ashby to ChartHop’s People Operations Platform

New Feature: AI-Powered Feedback Summaries for Debriefs

Ashby Scheduling 2.0: Next Generation Scheduling for Modern Recruiting

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