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

Abhik Pramanik

Culture

Kyra ran our first holiday book exchange, and it's been a hit with the team (to the point people mentioned it in our 1:1s). I added some photos from our recent meetups.


How we use efficient and deliberate communication at Ashby to keep Slack notifications and meetings to a minimum, focus 36h out of a 40h week, and have fun along the way 😀.


How Thoughtful Communication Makes Us Unreasonably Productive

Engineering

Recruiting

Tony Ramirez

Scheduling in Ashby has reached new heights with the release of our Advanced Scheduling Automation Add-on. For talent teams with high volume interview loads and complex panels, this add-on provides a best-in-class scheduling experience that is part of a true All-in-One recruiting platform.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/cc74714945c4478aab6b3f9368b302be" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

Let’s take a look at each of the marquee features – available as an add-on for customers on the All-in-One Recruiting Plus plan.

## Interviewer Training

Qualified interviewers help ensure consistency in the standard you set for your interviews. But, this becomes problematic if you have the same few qualified interviewers handling the bulk of interviews. You need a way to track and qualify new interviewers that is seamlessly part of your scheduling workflow.

![](/images/1-interviewer-training-admin.png "Enable Interviewer Training")

Interviewer training in Ashby allows you to set up training stages in your interview pool for tracking qualified and trainee interviewers. Through a series of shadows and reverse shadows, employees can become part of a qualified interviewer set for your various evaluation criteria.

![interviewer-stages](/images/2-interviewer-training-admin-2.png)

Set up your schedules to automatically pull in trainees and qualified interviewers.

![interviewer-schedule](/images/3-interviewer-training.png)

Coordinators won’t need to worry about checking a separate spreadsheet to ensure interviews will be conducted correctly or whether they are progressing trainees.

![pull-in-interviewers](/images/4-interviewer-training-scheduling.png)

This speeds up the scheduling process, ensures you are creating a larger pool of qualified interviewers, and leads to higher quality interviews.

## Scheduling Requests

Scheduling Requests are a critical part of the candidate and internal stakeholder experience. Having an efficient process for creating, triaging, and executing scheduling requests can mean the difference between closing on great talent or not. 

In many cases, teams are forced to stitch multiple tools together. It starts off simple, but ends up messy. To get started with Scheduling Requests in Ashby you can set up custom request forms and priority levels.

![custom-form](/images/4-custom-for-schedule-request.png)

Kick off a request for any schedule activity and add the relevant details. You can add multiple assignees if you need to surface a request to more than one person for visibility.

![scheduling-requests](/images/5-scheduling-requests-initiate.png)

Scheduling requests flow into an Interviews Dashboard. This dashboard acts as a queue for recruiting coordinators to operate out of, and for anyone else to see the status of their requests. Coordinators can build custom views in this dashboard and help pick up specific requests if they see load is high for a particular coordinator.

![interviews-dashboard](/images/6-scheduling-requests-view.png)

This helps coordinators stay in their workflow and is more efficient than switching tabs to view outside ticketing systems or email inboxes.

## Auto-scheduling

The new auto-scheduler will have an immediate impact on helping coordinators find availability for large panels with complex schedules. It will generate schedules using AI-powered automation while giving you the ability to override and tweak when necessary.

Jump into the auto-scheduling workflow once a candidate has submitted their availability.

![initiate-auto-schedule](/images/7-auto-schedule-jump.png)

Add-in breaks, allow for scheduling over multiple days, and adjust any settings. These can also be set as defaults for your organization or interview plan.

![auto-scheduler-settings](/images/8-auto-schedule-dates.png)

You’ll next see the proposed schedules based on candidate availability, your settings, and interviewer calendars. This view will show any conflicts, display the time slots/breaks, and allow you to regenerate schedules if time has passed since the proposals were generated.

![auto-schedule-proposed-dates](/images/9-auto-schedule.png)

Unlike most auto-scheduling products, you have the option to jump into the full calendar view to adjust anything as needed or simply confirm and complete the booking.

![tweak-auto-generated-schedules](/images/auto-scheduler-confirm.png)

For an extra layer of automation you can have the auto-scheduler run immediately after a candidate submits their availability. When this happens you receive a notification that takes you directly into the proposed schedules to confirm.

![auto-generate-times](/images/10-notif-auto-schedule.png)

Once properly set up, auto-scheduling helps your team handle highly sophisticated schedules over a large volume of bookings. This means you have a tool that helps you remain efficient even as your complexity increases.

## Hold scheduling

For busy interviewer calendars scheduling “holds” are perfect for reserving time while you confirm any final details. Ashby gives you the flexibility to hold silently or notify at the time of creating the hold.

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

Once you have confirmed details you can complete the booking and send out notifications as you normally would in Ashby.

![confirm-holds](/images/11.5-views-holds.png)

## **Automatically swap declined interviewers**

Interview declines can often derail your set schedules. This creates extra work for the coordination team and puts the event at risk if not fixed quickly.

Ashby can automatically swap out declined interviewers with an alternate interviewer sending the organizer a notification of the change that took place.

![decline-setting](/images/12-auto-swap-decline-settings.png "Automatically replace declined interviewers")

![confirm-replaced-interviewer](/images/12.5-replaced-interviewer.png "Notification confirming the replacement")

This automation makes it easy to trust that your events can stay on track and gives your coordination team another tool to handle the intricacies of scheduling across high volume and busy schedules.

## **How to get started**

Talent teams using the Advanced Scheduling Automation Add-on are able to eliminate spreadsheets for tracking interviewer qualifications. They no longer need to use third party ticketing tools to track scheduling requests. They can use AI-powered automations to streamline time consuming tasks and schedule a high volume of interviews.

Most importantly, they can deliver on the promise of candidate and stakeholder experience which ultimately helps deliver better hiring outcomes.

To get started with the Advanced Scheduling Automation Add-On reach out to your Customer Success Manager for next steps. If you’re new to Ashby and are interested in seeing more on how scheduling fits into our entire recruiting platform you can also [book a demo](https://www.ashbyhq.com/request-demo) to learn more.

A new new add-on for talent teams with high volume interview loads and complex panels. Complete with AI-powered auto scheduling, interviewer training, scheduling requests, and more.

New Add-on: Advanced Scheduling Automation

Missing out on great talent due to a mismatch in open roles is a lost opportunity. The goodwill of your employer brand, and current employees, attracts people interested in working with you, regardless of your current openings. You need a way to capture and organize potential candidates who know about your company but don’t immediately have a role that suits them.

Today, we’re releasing Sourcing Forms which allow you to create customizable forms to collect potential candidate information without needing to tie them to a specific job.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/e2a54a6ca15d4f298ab9cf8ae75c7fec" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

Sourcing forms come with their own dedicated URL, and you can configure automation rules to trigger once a form is submitted.

![](/images/sourcing-form-public-url.png)

This enables you to capture interest and organize your talent pools, giving you a head start on sourcing efforts for future openings.

Sourcing Forms are also great for general referrals. Existing employees and people in your company’s network love recommending talented individuals they've worked with. Now, they can do so even if there isn’t a current job matching their skillset.

Use Ashby’s form builder to customize the information you want to collect from these potential candidates.

![](/images/customizable-forms.png)

Set up automation rules to organize form submissions into projects.

![](/images/automation-rules.png)

Forms are hosted on a unique URL and can be embedded in all the places you want to collect interest.

![](/images/embedded-url.png)

Take action on the submissions when you’re ready to kick off sourcing efforts.

![](/images/take-bulk-actions.png)

Sourcing Forms are available today for current customers across all plans. You can get started by clicking the “Sourcing” dropdown in the top navigation and clicking “Forms.” If you’re interested in trying out Ashby and our new Sourcing Forms you can also [book a demo](https://www.ashbyhq.com/request-demo) to learn more.

Create customizable forms, hosted on their own URL, to collect general interest from potential candidates without needing to tie them to a specific job. Use automations to organize them into your projects. 

New Feature: Build Talent Pools and Capture Interest with Sourcing Forms

At the beginning of the year, [Colorado introduced legislation](https://www.littler.com/publication-press/publication/colorado-pay-transparency-amendments-go-live-january-1-2024-requiring) requiring employers with at least one employee in the state to make a reasonable effort to display the duration a job will be posted. 

> By January 1, 2024, employers with Colorado employees should add application deadlines to job postings for positions that can be filled in or from Colorado (including remote positions) and develop a process for updating those postings with extended deadlines when necessary or removing the posting when the deadline passes.

As we’ve seen with [pay transparency,](https://www.ashbyhq.com/blog/product/pay-transparency-feature-announcment) these laws can quickly become adopted by other states/regions and become the expectation for job seekers.

To help teams stay in compliance, we're introducing "Application Deadlines" for job postings. This new setting allows you to specify an application deadline that is displayed as structured data on the job posting.

![job posting](/images/job-posting.png)

This ensures you can easily stay in compliance across all your job postings and provides a clear way for applicants to view application deadline information. Rather than adding this date as unstructured text within the job description or omitting it entirely, you can add and track a date in just a few clicks. 

![setting the application deadline](/images/setting-application-deadline.png)

You’ll also have the ability to automatically unpublish a job posting when the deadline passes.

![automatically unpublish](/images/automatically-unpublish.png)

This automation ensures you don’t need to worry about stale or incorrect deadlines appearing on published job postings.

Our goal is to provide customers with useful tools as new regulations come into place. Adding application deadlines not only keeps you compliant with state laws, it also signals a commitment to transparency and helps develop an employer brand that cares about clear and open communication.

To get started with Application Deadlines head over to the “Basic Info” tab on your job postings where you can set a date, time, and choose to enable automatic unpublishing. If you’re interested in trying out Ashby and the new Application Deadlines you can also [Book a Demo](https://www.ashbyhq.com/request-demo?utm_campaign=Content-ProductBlog&utm_source=blog&utm_content=application-deadlines) to learn more.

 Display application deadlines on your job postings. Automatically unpublish job postings based on your deadline date. 

New Feature: Set Application Deadlines for Your Job Postings

Today marks an exciting chapter for Ashby customers. For years, we’ve been building an all-in-one recruiting platform that offers connected workflows across your ATS, sourcing & CRM, and scheduling. All backed by powerful reporting and analytics. Now, we’re excited to release a new feature that helps you become even more strategic and streamlined across your talent function: Quality of Hire Surveys.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/9317c3d14bab4c8aa4f18f5c8d8d3ecd" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

Quality of Hire Surveys in Ashby are a giant leap forward in understanding and measuring the impact of your talent so you can recruit and build the best teams possible. 

Organizations have long struggled to find an approachable and maintainable way to measure their quality of hire. We now offer tools that enable you to track quality of hire metrics over time and link these insights with the extensive ATS data already stored in Ashby.

## What are Quality of Hire Surveys in Ashby?

These are surveys you set up and automatically send to hiring managers on a customizable sequence to assess new hires.

![quality-of-hire-overview](/images/0-qoh-feature-overview.png)

The surveys are designed to be lightweight to ensure hiring manager participation and customizable so you can easily capture the new-hire assessment data that matters to you. To learn more about our product philosophy see: [Quality of Hire | An Actionable Approach](https://www.ashbyhq.com/blog/product/quality-of-hire-an-actionable-approach).

## How do Quality of Hire Surveys work in Ashby?

Get started by setting up a survey and sequence as an admin. Surveys come with a default 1-5 rating to create consistency across assessments and allow for meaningful reporting.

![qoh-admin-setup](/images/1-admin-setup.png)

You have the ability to add more questions to capture additional data and a dedicated section for more qualitative notes.

### Set up your surveys and sequences

Once your surveys are ready, you can create a sequence for delivering them to hiring managers on a customizable cadence.

![qoh-sequence-setup](/images/2-sequence-setup.png)

Set up your desired automation to enroll new hires, driven by their start date, in the survey sequence.

![qoh-automation](/images/3-automation-setup.png)

By creating lightweight surveys that are automatically delivered to your hiring managers, you can create a quality of hire program with a sustainable mechanism for capturing this data.

### Enrollment and collecting data

With your surveys and sequences set up, we can now take a look at the hiring manager experience. You’ll notice a new page called “Employee Surveys” where hiring managers can see all the Quality of Hire Surveys they are responsible for along with their current enrollment status.

![qoh-enrollments](/images/4-enrollments-list.png)

This gives hiring managers a dedicated place to see which enrollments need action and allows them to easily complete surveys from this view. Quality of Hire Surveys also come with a new permission role so you can be sure only the right people have access to this data. *See more at [Providing Access to Quality of Hire Surveys and Feedback](https://ashbyhq.notion.site/Quality-of-Hire-Surveys-6fc8ee0b8f19492aa5ab5be325c51aeb#feffa90286f24cbb9c7b511a7ab6dd86).* 

![qoh-survey-completion](/images/5-inline-completion.png)

Hiring managers will also receive email notifications when feedback is pending and they’ll see a new dedicated tab on their home screen for completing Quality of Hire Surveys that are due.

![qoh-hm-notifications](/images/6-hiring-manager-notification.png)

These notifications take them directly to the Quality of Hire Survey for that particular new hire.  

![qoh-notification-completion](/images/7-notification-to-survey.png)

Hiring managers can also complete surveys directly from within slack.



![qoh-slack-completion](/images/8-slack-survey-completion.png)

By surfacing and collecting Quality of Hire Surveys to hiring managers, in a tool they already live in for hiring activities, we can ensure low overhead and high participation.

### **Analyze trends to improve recruiting efforts**

Now that we have a sustainable approach to setting up and collecting quality of hire data, we can start to analyze our reports to improve upstream recruiting efforts.

Using Ashby’s analytics and reporting engine you can easily measure your quality of hire over time across different dimensions.

View overall trends in quality of hire to get a high level understanding of hiring manager assessments for new hires.

![qoh-analytics-overview](/images/9-qoh-analytics-overview.png)

Diagnose any areas to investigate outliers by hiring managers.

![qoh-hiring-manager-outlier](/images/10-hiring-manager-example.png)

Connect feedback data with quality of hire assessments to understand attributes of high performing new hires. Use these findings so you can better assess for these attributes in your hiring process.

![qoh-feedback-score](/images/11-correlate-feedback-to-qoh.png)

Understanding these trends gives you a starting point for investigating and driving strategic conversation across the business helping you answer questions like: 

* How well do our interview assessments correspond with onboarding outcomes? 
* Do the agencies we’re using produce top performers? 
* What sources perform the best for longer term outcomes?

With Quality of Hire Surveys you now have a maintainable way for setting up, capturing, and analyzing quality of hire, that seamlessly connects to the wealth of ATS data you have in Ashby, ultimately helping you improve recruiting processes. 

In the same way Ashby brought advanced, reliable, analytics to your recruiting data, Quality of Hire in Ashby will be a huge step forward in understanding and measuring the impact of your talent so you can cultivate hiring excellence.

To learn more about setting up Quality of Hire Surveys for your account head over to [Ashby University: Quality of Hire Surveys](https://ashbyhq.notion.site/Quality-of-Hire-Surveys-6fc8ee0b8f19492aa5ab5be325c51aeb). If you’re interested in trying out Ashby and the new Quality of Hire Surveys you can also [Book a Demo](https://www.ashbyhq.com/request-demo?utm_campaign=Content-ProductBlog&utm_source=blog&utm_content=quality-of-hire-surveys-feature) to learn more.

Measure your quality of hire by automatically sending hiring managers customizable surveys to capture and analyze new-hire assessments.

New Feature: Quality of Hire Surveys to Capture and Measure your Quality of Hire

Kevin Connolly

The people you hire, and the teams you build, are the foundation of your business. The signing of an offer letter is just the beginning of a long journey to growing and building resilient, world-class businesses.

The importance of understanding and assessing the team you’re building, through your data, is the reason we built Ashby with such advanced reporting capabilities from the very beginning.

Today, Ashby takes a huge step forward in helping organizations on their journey to build world-class teams with the launch of our [newest feature: Quality of Hire Surveys](https://www.ashbyhq.com/blog/product/quality-of-hire-surveys).

![quality-of-hire-overview](/images/feature-overview.png)

Let’s take a look at some of the traditional challenges to implementing quality of hire and how Ashby can help you make progress.

## Why is quality of hire so daunting?

### Getting started

If your team has ever considered getting started with quality of hire it can be challenging to find the right entry point. The directive may even come from executive leadership and take on some form of this conversation: 

> Exec: “Can we start measuring quality of hire?”
>
> Talent: “Yes, and when you say quality you mean?”
>
> Exec: “...I thought you might tell me…”

While the example conversation is oversimplified, it’s illustrative of a metric that: 

1. Does not have a widely accepted definition
2. If defined, can be broad and made up of many inputs

When you start to define your inputs you quickly realize that “Quality of Hire'' comprises many factors outside of Talent Acquisition’s direct responsibilities. The final hiring decision. Team onboarding activities. KPIs. Manager 1:1’s and check-ins.

With something so broad, not universally defined, and related to several downstream factors it can be challenging to come to a consensus on where and how you should even start.

### **Running a maintainable quality of hire program**

For teams that do get past these initial hurdles, we have been hearing the same story over and over: there are too many difficulties to set up and maintain a system to measure it because:

![data-chasm](/images/data-chasm.png)

* Data is spread all over the place across the ATS, HRIS, and spreadsheets
* A dedicated program management may be needed to support it 
* Once you have the data, it’s not clear what action to take based on your findings

This is why quality of hire can start to feel so daunting and unapproachable. If you try to set something up, complexity and operational costs balloon and make it difficult to maintain a system for measuring. Or, you end up not implementing anything at all and are left looking for some way to understand, communicate, and improve the quality of hires coming in the door.

## Ashby’s approach to helping you measure quality of hire

At Ashby we aim to become a platform that helps you drive strategic conversations across the business. Our goal is to provide an actionable approach to quality of hire.

### What is quality of hire in Ashby?

Our approach is focused on surveying the hiring manager for an assessment of quality post-hire. These are driven by surveys sent to hiring managers on a customizable cadence (e.g. 30/60/90 days) to complete new-hire assessments.

![quality-of-hire-admin-setup](/images/admin-setup.png)

Surveys are lightweight, with smart defaults. The questions are fully customizable giving you the ability to assess for specific points of interest while adding structure to the various dimensions that comprise your quality of hire.

They’re delivered over email or Slack with a focus on driving hiring manager participation and submissions.

*You can read up on the feature details here on our blog post: [Quality of Hire Surveys to capture and measure your quality of hire](https://www.ashbyhq.com/blog/product/quality-of-hire-surveys).*

### **Why do it this way?**

We believe that quality of hire is something you can tangibly begin to measure as a post-hire or onboarding assessment.

During the early stages of an employee's journey, hiring manager assessments are crucial for understanding the employee's success and providing insight to inform recruiting efforts.

![approach-to-quality-of-hire](/images/approach.png)

Teams need an easy and maintainable process that guarantees ongoing measurement with minimal overhead to administrators and managers. Assessments need to be automated, customizable, and simple for hiring managers to complete.

Most importantly, teams need to visualize post-hire outcomes and have the ability to compare it to upstream recruiting efforts to answer questions like: 

* How well do our interview assessments correspond with onboarding outcomes? 
* Do the agencies we’re using produce top performers? 
* What sources perform the best for longer term outcomes? 

And many other questions related to the host of recruiting data you have in Ashby.

We want to provide a foundation for your team to implement a customized, sustainable, quality of hire initiative taking you from delivery to analysis, that natively incorporates the wealth of ATS data you have.

### Get started with quality of hire

We know that hiring manager sentiment can be one of many inputs you may want to consider in measuring quality; but we believe it is the most important first step and a huge improvement over the status quo. Ultimately managers need to be satisfied with hiring outcomes, if they’re not, you get a great signal to start diagnosing where the issue may be.

In the same way Ashby brought advanced, reliable, analytics to your recruiting data, Quality of Hire in Ashby will be a giant leap forward in understanding and measuring the impact of your talent so you can recruit and build the best teams possible.

So, instead of being deterred by the complexity of a quality of hire initiative our aim is to give you a tactical entry point in getting started. Talent teams can spearhead strategic conversations, with clear data, in a manageable way that helps you materially impact the quality of candidates you’re bringing into the company.

You can read more details on our implementation in our feature blog post: [Quality of Hire Surveys in Ashby](https://www.ashbyhq.com/blog/product/quality-of-hire-surveys). If you're interested in seeing how you can get started with quality of hire in Ashby you can [Book a Demo](https://www.ashbyhq.com/request-demo?utm_campaign=Content-ProductBlog&utm_source=blog&utm_content=quality-of-hire-an-actionable-approach) to learn more.

A deep dive into the concepts and product thinking you'll see in Ashby's new feature: Quality of Hire Surveys. 

Quality of Hire | An Actionable Approach

Your workflows in Ashby are getting a huge upgrade today with our brand new activity automations. Activities can now automatically trigger when candidates enter a stage in your interview plans.

<div style={{position: "relative", paddingBottom: "56.25%", height: 0}}><iframe src="https://www.loom.com/embed/9b09ea5402914510bb2e3ee7b8b7f97e" frameBorder="0" webkitallowfullscreen="true" mozallowfullscreen="true" allowFullScreen style={{position: "absolute", top: 0, left: 0, width: "100%", height: "100%"}}></iframe></div>

This allows you to automate activities like sending:

* direct booking and candidate availability links
* assessments
* questionnaires 
* take-home assignments
* emails

Automating the various activities in your interview plans has an immediate impact on your team’s productivity and can save you hours of manual work per week. Candidates will also feel the impact of receiving timely communication.

When your automations are set up you’ll notice the lightning icon indicating an activity automation will start when a candidate is moved to that stage.

![pipeline-automation-overview](/images/automation-pipeline-overview.png)

You always have the option to undo the automation for a period of about 20 seconds.

![undo-option](/images/automation-undo-option.png)

Now that you’ve seen how these automations will trigger, let's look at some examples of when you may want to implement these automations in your interview process. 

### **Schedule Interview**

Automatically send a direct booking link for an intro call after bulk reviewing applications.

![schedule-interview](/images/schedule-interview.png)

### **Send Email**

Let candidates know they will receive an NDA to sign when they reach a certain point in the interview process.

![send-email](/images/send-email.png)

### **Take-home Assignment**

Immediately send take-home assignment instructions when a candidate reaches the appropriate stage.

![take-home-assignment](/images/take-home-configuration.png)

### Questionnaire

Trigger a questionnaire for any dietary restrictions or accessibility requirements before an onsite visit.

![questionnaire](/images/questionnaire.png)

### **Assessment**

Screen a large volume of candidates with a technical assessment before scheduling time for a deep dive.

![assessment](/images/assessment.png)

You now have an interview plan that leverages these automations to streamline your various touchpoints with candidates across your interview process.

![overview](/images/final-pipeline-view.gif)

We’re excited for these automations to help you become even more productive with Ashby. To learn more about setting up these automations in your account head over to [Ashby University](https://ashbyhq.notion.site/Automated-Activities-fad8bc1ad2f747119072c0222f91fd4f). If you’re interested in trying out Ashby and the new interview plan activity automations you can also [Book a Demo](https://www.ashbyhq.com/request-demo?utm_campaign=Content-ProductBlog&utm_source=blog&utm_content=automated-activities) to learn more.

Trigger automations when candidates enter a stage in your interview plans. Automatically send booking links, emails, assessments and more.  

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New Add-on: Advanced Scheduling Automation

New Feature: Build Talent Pools and Capture Interest with Sourcing Forms

New Feature: Set Application Deadlines for Your Job Postings

New Feature: Quality of Hire Surveys to Capture and Measure your Quality of Hire

Quality of Hire | An Actionable Approach

New Feature: Automate Activities in Your Interview Plans

Product

Resources

Company

Developers

Product

New Add-on: Advanced Scheduling Automation

New Feature: Build Talent Pools and Capture Interest with Sourcing Forms

New Feature: Set Application Deadlines for Your Job Postings

New Feature: Quality of Hire Surveys to Capture and Measure your Quality of Hire

Quality of Hire | An Actionable Approach

New Feature: Automate Activities in Your Interview Plans

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