amo is a Paris-based startup building apps for friends. Focused on helping people deepen their friendships, amo's apps offer an antidote to today's big social platforms that prioritize strangers over friends.

When Kristi Edleson joined to lead Talent Acquisition, she knew the team needed Ashby. 

> “I’ve been following Ashby from Series A to now [Series C](https://www.ashbyhq.com/blog/culture/series-c), and the speed of feature releases and how quickly so many nice-to-haves have been launched has been super cool to see. It was a pretty easy decision for me to come in and switch from \[Legacy Provider] to Ashby.”

It was a pleasure working with Kristi to implement Ashby at amo. I recently got to reflect on the change with her and see how it has helped them [operationalize efficiency](https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework#pillar-2:-operational-efficiency). 

## Challenge: Efficiently Growing a High Quality Team In-Office

With aggressive hiring goals and a need for qualified candidates committed to building social connections, the team knew a fully in-office culture required a talent stack that matched the speed and innovation with how they operate internally. 

As a user of Ashby prior to [amo](https://amo.co/), Kristi wanted an ATS that could efficiently manage the volume and complexity of their recruitment efforts. The almost immediate switch to Ashby came from a few core needs:

* **Better Customization**: While amo’s previous ATS touted simplicity, the tool’s inability to tailor the system to their specific needs hindered their recruitment process.
* **Real-Time Data**: A lot of stress in founder-recruiter relationships stem from a lack of information. Having to manually pull and share out data was taking too much time and was often unreliable in the legacy tool. 
* **Unified Candidate Experience**: Rather than hearing from multiple people at the company, the team wanted candidates to have a clear stream of communication with one person on the team. This also required specific permissioning for external sourcers and agency partners. 

> “For me, of all the tools I have seen and used over the years, Ashby really has the best offering. From being very agile to being incredibly quick to set up… and then doing everything from the little basics to robust reporting. I’ve used so many ATS’s and knew when I got here that I would just need Ashby."
>
> — Kristi Edleson, Talent Acquisition at amo; formerly Meta, Doctolib, Dropbox

## Solution: Agile ATS with Robust Reporting Displayed on the Big Screens

Agility in startups is key — and Ashby has been able to help the team manage their needs while remaining agile at their core.

### Solving Customization 

On customization alone, Kristi’s team makes use of Ashby’s end-to-end funnel features. This includes:

1. **Different stages for different jobs**: Rather than forcing the same stages for all jobs, the team was impressed to see all the ways Ashby can customize different jobs without impacting others. Managing both pipeline engineering roles and evergreen roles, customization across different jobs helps cater each role to the right candidate experience. 
2. **Direct booking links**: Not only does Ashby provide special [scheduling](https://www.ashbyhq.com/product-updates/advanced-scheduling-automation-add-on) links for specific job and interview stages, but the ability to embed them as a substitution token in email sequences leads to “Aha” moments for the team in terms of efficiency in their outreach. 
3. **“Send As” email feature**: Even if a sourcer is emailing a candidate, they will use the Send As features in Ashby to have the emails come from an in-house recruiter. This not only unifies the experience for candidates to develop a relationship with one person at the company, but it also makes it easy for another sourcer or recruiter to step in if the original sourcer is suddenly out of office and pick up the process without missing a beat. 

> “Ashby really allows you to customize any part of the funnel you want. Everything from building your employer brand and building a customizable web page that easily integrates with existing systems to tracking your candidate flow, to making customized messages for sourcing, to the chrome extension… just basically every step of the process is thoughtful. So there's not really one particular thing that I'm missing at any point of the recruiting process."
>
> — Kristi Edleson, Talent Acquisition at amo; formerly Meta, Doctolib, Dropbox

### Automating Reporting

While amo’s Legacy ATS had reporting, Kristi shared that “it didn’t really work.” This left her previously pulling manual reports and fixing data discrepancies in order to share out updates. With Ashby, everything has become automated. 

Kristi uses Ashby to automatically send out two reports a week to founders and hiring stakeholders:

* At the beginning of the week, a pipeline dashboard goes out showing real-time updates on week-over-week interviews, number of phone screens, technical screens, and all [pipeline metrics](https://www.ashbyhq.com/product-updates/new-feature-default-job-dashboard) that hold the team accountable to keeping the machine running. 
* At the end of the week, an automated report goes out on progress to goal. This includes clear updates on where recruiting wants to be for the quarter, where they are currently at, and passthrough rates. 

> “At our bi-weekly sync with founders, we no longer review numbers because everyone just knows them. Rather than digging into a graph and trying to understand what’s happening, we’re picking a subject area to deep-dive on and using valuable time together to discuss it.”
>
> — Kristi Edleson, Talent Acquisition at amo; formerly Meta, Doctolib, Dropbox

The transparency in data has also helped contribute to the important office culture amo is committed to. The stakeholders involved in hiring have a fun competition going around for who is fastest at submitting their scorecards or who has spent the most time on interviewing. This information gets shared internally through a “Top Interviewers Report” Kristi was able to build seamlessly in Ashby. 

> “Our data-driven culture led to screens all over the office that show our product metrics. I came back from vacation to find that we now also have a recruiting dashboard displayed live! It includes charts from Ashby on referrals by pipeline and overall hires made recently to keep everyone informed of where they can help and get excited about the team growing.” 
>
> — Kristi Edleson, Talent Acquisition at amo; formerly Meta, Doctolib, Dropbox

### Easy Permissions Across Internal & External Stakeholders

Kristi has an in-house recruiting team that is powered with contracted sourcers and an external agency. Ashby supports three different permission groups. This allows:

* Sourcers to use the Ashby Chrome Extension to source candidates easily from LinkedIn and be placed into Ashby as new leads. 
* Agency Partners to upload candidates and see feedback on the candidates provided without access to any other parts of the system.

> “The [AI-generated sourcing prompts](https://www.ashbyhq.com/product-updates/ai-features-in-ashby#generative-ai-email-tokens) are also super cool. It’s all these little things that you think are nice-to-haves, but actually make your entire machine run more efficiently and smoothly for everyone who touches recruiting. Of course, the human touch is still incredibly important to us and our employer brand. The AI simply provides a helpful head-start on some ideas about what to write in candidate emails, and that has really been a time saver.”
>
> — Kristi Edleson, Talent Acquisition at amo; formerly Meta, Doctolib, Dropbox

In analyzing the use of the AI Tokens specifically across the Ashby customer base, our findings already reveal there’s a considerable (~46%) lift in reply rate for campaigns using AI personalization (35.3% vs 24.1%). More on this can be found in our [Candidate Sourcing report](https://www.ashbyhq.com/talent-trends-report/reports/candidate-sourcing).

![](/customers/stories/reply-rate-with-and-without-gen-ai-1-.png)

Ready to elevate your recruiting process with Ashby? [Request a demo](https://www.ashbyhq.com/request-demo) today.

Ludovico Puccini

A case study on how one French startup is using Ashby to improve permissioning, peporting, and the relationship between founders and recruiting. 

How French Startup amo Automates Reporting and Improves Founder<>Recruiter Relationships with Ashby

**Employee Count**: 595+

**Featured Talent Leaders**:

* Toni Porter, Talent Acquisition Operations
* Maria Sadkova, Workday Analyst

**Recruiting Stack**: [Ashby All-in-One](https://www.ashbyhq.com/growth)

### What You'll Learn

* How Aurora Solar transformed their talent acquisition process with Ashby's Workday Integration
* The challenges their legacy ATS's Workday integration posed
* Benefits of centralizing recruiting tools and streamlining processes
* The power of real-time data syncing and automation in talent acquisition
* Insights into Aurora Solar's journey to becoming data-driven recruitment leaders

### The Impact of Switching

* A reliable, zero-maintenance two-way sync with Workday
* 5+ hours per week by removing manual systems reviews
* Huge cost efficiencies and hundreds of hours saved through the consolidation from point solutions
* A better recruiter, hiring manager, and candidate experience

## Problem

Aurora Solar's legacy ATS < > Workday integration posed challenges due to its custom-built nature, ongoing maintenance issues, and an overall lack of scalability. Manual data checks consumed valuable time, leading to errors and a lack of confidence in the system.

> “We had an existing integration between \[legacy ATS] and Workday. It was built by a consulting team that was no longer working with Aurora, and as a result, we didn’t have much visibility into the implementation. This integration was custom-built, largely in Workday Studio.” — Maria Sadkova, Sr. HRIS (Workday) Analyst

Compounding the limitations of the integration was the team’s lack of trust in the data. This meant allocating over five hours per week verifying the information manually.

> “Prior to going live with Ashby’s Workday integration, Maria (Workday Analyst) and I (TA Operations) needed to meet every single day to ensure that data entry between Workday and \[legacy ATS] was correct. This took one hour each day and we’d frequently find missing data or errors which lead to a lack of trust in the system.” – Toni Porter, Manager, Talent Acquisition Operations

The burden of extra work wasn’t just limited to the talent operations teams — it also spilled over into the broader people ops and recruiting group.

> “The complexity associated with this didn’t end there. Not only did Maria and I have to live between the two systems, but we would need to train our TA Ops team on both systems so that they could create requisitions too. This meant a lot of additional process and compromises on permissions we really didn’t want to have to make. The system was overly complicated without really adding any incremental value or efficiencies for our team – which understandably is exactly what I am trying to avoid.” — Toni Porter, Manager, Talent Acquisition Operations

## Hypothesis

To tackle the challenges of their existing integration, Aurora Solar decided to run an evaluation process for their full recruiting stack to determine if there was a better solution.

> “With our prior ATS, in addition to the lacking Workday integration, we had big gaps in reporting, scheduling, and sourcing functionality which required us to adopt a number of point solutions and introduced a lot of additional costs both in terms of dollars and time spent by our team. We wanted an ATS that enabled our recruiting strategy rather than forcing us into cumbersome processes and compromises.” – Toni Porter, Manager, Talent Acquisition Operations

Aurora Solar had two sets of criteria for their evaluation, one for the ATS and the other for its Workday integrations.

**Workday Integration Criteria**:

* Move away from custom integrations built in Workday Studio to adopt a more scalable two-way sync option
* Minimal to no ongoing maintenance
* Ability to import custom and calculated fields

**ATS Criteria**:

* Great recruiter and candidate experience
* Real-time, reliable, and actionable reporting and analytics
* Ability to scale and customize workflows, permissions, and streamline manual tasks through automation
* Robust DEIB reporting and surveys
* Advanced sourcing, CRM, and scheduling capabilities to eliminate the need for point solutions

Through the RFP process, Aurora Solar explored many potential ATS solutions; Ashby emerged as the clear winner due to its all-in-one nature, reduced total costs, and improved long-term efficiency.

> "We needed a solution that could centralize all that functionality into a single tool and reduce our costs for the long term. Ashby did all this, so it wasn't a hard sell to our finance team." — Toni Porter, Manager, Talent Acquisition Operations

## Solution

**From the first sales call to the whole team being fully onboarded and successfully using Ashby took a total of 100 days** – this included evaluation, project planning, migration, the complete rollout of the Workday integration, and team onboarding.

> “With another major ATS we were looking at a minimum of 16 weeks for the Workday integration, and it would have taken both a consultant from the ATS vendor and Workday to build out that integration. Based on the discussions, we also felt that the 16-week timeline could easily extend much longer.” — Toni Porter, Manager, Talent Acquisition Operations

The switch to Ashby allowed Aurora Solar to make an immediate change.

> “Had we gone with any of the other ATS we had also reviewed instead of with Ashby, we would have had to renew for one more year with \[Legacy ATS] due to the longer implementation timelines.” — Toni Porter, Manager, Talent Acquisition Operations

**The implementation itself took just seven weeks, seamlessly migrating data from multiple sources** (their prior ATS, Sourcing Tool, and the Workday integration). The Aurora Solar team worked with the Ashby team to map and improve many of their existing processes. The data migration also ensured that no duplicate data was created when combining the data from the legacy ATS and new data coming from Workday into Ashby.

Aurora and Ashby picked an integration mode that allowed the Aurora team to move away from having to manage requisitions in Workday (note that Ashby also supports integration options that import requisitions from Workday).

> "We didn't need to manage Workday's recruiting pieces. It was one of the biggest wins for us. We could allow position management to live in Workday and recruitment process data to live in Ashby." — Maria Sadkova, Senior HRIS (Workday) Analyst

**Aurora is now using a two-way sync between Ashby and Workday**, pushing hires — including offer documents — to Workday. They also implemented various hire processes such as new hires, contingent worker hires, and internal transfers and are importing a number of custom and calculated fields.

Ashby's Workday integration also eliminates ongoing maintenance tasks and ensures a resilient data synchronization process. The direct connection to Workday provides real-time insights and preemptively identifies workflow issues.

> "The integration just works. Because Ashby speaks directly to Workday we can now see any workflow issues before they happen. We get very few cases of being unable to push a hire to Workday, but when it happens, there’s a clear description of the business logic error in Workday and how to resolve it. We have had a few cases where we tried to make a hire prior to the earliest hire date in Workday, and that got clearly surfaced directly in Ashby and has led to some conversations about how we may want to change how we use some of these position fields in Workday.” — Toni Porter, Manager, Talent Acquisition Operations

Ashby’s customer success team not only provided timely support, but proactively supported the Aurora Solar team with improving their data quality, reporting, workflows, and hiring processes.

> “Throughout the implementation, the Ashby team was extremely responsive and approached the relationship as consultative vs. just a standard support role. It was above and beyond my expectations.” — Toni Porter, Manager, Talent Acquisition Operations

Throughout the RFP and customer onboarding, Ashby was transparent with Aurora Solar along every step of the process.

> "Another aspect I really appreciated about the sales process and implementation is false promises were never made – even when I was confident that the deliverable was impossible. For example, when talking to \[Ashby Solutions Engineer], he's like we can get you up and running in a week, you'll see positions in Ashby next Monday. And I was like, yeah, right. Maria and I said to each other at the time that there was no way the integration would take less than a few weeks. And on Monday it was there – our jaws were literally on the floor." — Toni Porter, Manager, Talent Acquisition Operations

**Ashby saved Aurora Solar hundreds of hours on administrative tasks** while enabling the team with the workflows and processes they needed to achieve hiring excellence.

The Aurora Solar team is getting back 20+ hours a week through the elimination of manual data review, streamlined workflows, automated scheduling, and more powerful sourcing.

> “In addition to being able to cancel our daily syncs on data integrity between our ATS and Workday, our teams are saving hours every day being able to own their workflows from end-to-end without having to copy and paste between systems, manually scheduling in \[scheduling point solution], or making their interview plans fit inside the ATS versus what is best for assessing the candidate objectively and accurately. Ashby makes it easier for our teams to hire great talent quickly.” — Toni Porter, Manager, Talent Acquisition Operations

Finally, the team was able to unlock insight and develop a complete picture of their hiring process.

> “Operating out of a single tool means we have a complete picture of our hiring process, real-time visibility into changes, and the ability to set and monitor SLAs accurately and in an automated manner. The impact of this isn’t just time and money savings but a better recruiter experience and ultimately better hiring outcomes.” — Toni Porter, Manager, Talent Acquisition Operations

In the end, Aurora Solar's journey from manual workflows and limited integration to data-driven recruitment leaders showcases **the power of Ashby and its Workday Integration**. By centralizing functionality, improving data accuracy, and empowering teams, Aurora Solar achieved remarkable improvements in their talent acquisition process. This led to streamlined operations, enhanced recruiter and candidate experiences, and a stronger focus on strategic talent acquisition.

Ready to unlock the power of Ashby's Workday integration within your organization? [Get in touch](https://www.ashbyhq.com/request-demo).

Aurora Solar

Learn how Aurora Solar transformed their talent acquisition process with Ashby's reliable, zero maintenance Workday Integration.

How Aurora Solar Saved 40+ Hours Monthly with Ashby's Seamless Workday Integration

Avid4 Adventure inspires kids to live active, outdoor lifestyles through summer camps that serve over 10,000 campers across five states. Their lean, full-time team of 17 employees relies on hundreds of experienced camp counselors working over the summer to deliver these programs. 

In 2023, Avid4 Adventure partnered with Ashby to tackle seasonal hiring challenges, including a long time-to-hire and manual, inefficient workflows. By implementing Ashby’s All-in-One solution, the company transformed its recruitment process, achieving [faster hiring](https://www.acacamps.org/blog/hire-startup-lessons-tech-supercharge-your-hiring), better forecasting, and improved [operational efficiency](https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework#pillar-2:-operational-efficiency).

## Problem: Slow and unpredictable talent pipelines

Seasonal hiring at Avid4 Adventure is a high-pressure process. With only a few months to recruit 500 qualified and motivated staff members, the team faced several hurdles:

* **Lengthy Time-to-Hire:** It took 24 days on average to hire a seasonal employee, often delaying onboarding and program readiness.
* **Limited Visibility:** Without real-time data, the team struggled to track progress or predict hiring outcomes, risking missed targets and canceled summer programs.
* **Manual Data Transfers:** Moving data from their hiring system to WorkBright, their onboarding platform, required tedious manual entry, resulting in errors and inefficiencies in staff onboarding.

These inefficiencies not only strained resources but also jeopardized program execution in years when hiring goals went unmet.

## Solution: Powerfully flexible ATS for high-volume hiring

Tori Madsen, Talent Acquisition Manager at Avid4 Adventure, had experience with several applicant tracking systems but found Ashby uniquely suited to their needs.

> “Only Ashby offered the customizability, data insights, and efficiency we were looking for to manage high-volume, fast-paced seasonal hiring.”
> —Tori Madsen, Talent Acquisition Manager at Avid4 Adventure

Madsen turned to Ashby after becoming frustrated by overly-prescriptive legacy ATS solutions. Avid4 Adventure’s hiring needs were too unique and time-sensitive to follow out-of-the-box ATS playbooks. With Ashby, they built custom interview pipelines, reporting, and automations to hire and onboard diverse, uniquely qualified candidates who bring outdoor education to life.

#### Custom workflows to better ID top talent 

* **Advanced sorting and filtering:** Like many hiring teams, Avid4 accepts a high volume of applicants for seasonal roles. Ashby’s custom application fields made it easy for the talent team to prioritize candidates with the right skills and experience quickly.
* **Custom interview pipelines:** Avid4 hires a mix of local and international staff to fill identical roles. With Ashby, they can manage separate pipelines for international and domestic applicants, with different touchpoints and data collection requirements all tied to a single role.
* **Comprehensive search:** Candidates regularly shared valuable experiences that Avid4’s applications missed. Ashby’s powerful search function enabled Avid4’s talent team to identify and prioritize unique candidates quickly.

> “By the nature of our industry, many applicants’ relevant experience doesn’t show up in applications. Ashby made it easy to note details like ‘Olympic rock climbing tryouts’ in a searchable way for our hiring teams.” —Tori Madsen, Talent Acquisition Manager at Avid4 Adventure

#### Real-time data for hiring team agility

On top of a dynamic recruiting process, Avid4 took advantage of Ashby features that boosted their [organizational agility](https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework#pillar-3:-organizational-agility).

> “Ashby’s real-time data gave us a level of visibility we’ve never had before. We were a month ahead of our hiring ramp, which is a milestone we hadn’t hit in eight years.”—Tori Madsen, Talent Acquisition Manager at Avid4 Adventure

* **Real-time forecasting:** Ashby’s pipeline reporting helped Avid4’s hiring team identify staffing gaps much sooner than before. This allowed them to dial up [sourcing](https://www.ashbyhq.com/talent-trends-report/reports/candidate-sourcing) where needed to for tough to fill roles. 
* **Integrated candidate texting**: Avid4’s college-aged candidates aren’t checking their inboxes often. Ashby’s [Keeyora](https://www.keeyora.com/keeyora-and-ashby) integration allowed the team to extend offers via SMS, the candidate’s preferred method. With this integration, the team expedited offer acceptance timelines to less than 24 hours.
* **Bulk data transfers:** Once hired, Avid4’s talent team used Ashby’s bulk data importing to transfer candidate data from Ashby into their HRIS (WorkBright). A formerly manual and error-prone process became faster, more accurate, and a lot more pleasant. In the first hiring season alone, bulk data transfers saved the team 25 hours of manual work when onboarding their 500 hires.

## Impact: 50% faster hiring

Overall, Avid4’s very lean hiring team managed to transform how the company attracts, identifies and supports the hundreds of staff bringing their mission to life for campers.

> “With Ashby, we cut our time-to-hire in half. For a seasonal hiring operation like ours, that’s critical. The speed and efficiency Ashby brings to our process have made a huge difference.”—Tori Madsen, Talent Acquisition Manager at Avid4 Adventure

* **50% Faster Hiring:** The average time-to-hire for seasonal employees dropped from 24 days to 12 days.
* **4 Weeks Ahead of Goals:** Avid4 Adventure met staffing targets a month ahead of schedule for the first time in nearly a decade.
* **Dozens of Hours Saved:** Automating data transfers saved the team dozens of hours during their busiest hiring period.
* **Significant Cost Savings:** Ashby’s All-in-One recruiting solution saved  tens of thousands of dollars in headcount and sourcing costs compared to previous years.

By partnering with Ashby, Avid4 Adventure revolutionized its hiring process, achieving speed, accuracy, and scalability. For a small team managing high-volume seasonal recruitment, the platform has been transformative.

Learn more about how Ashby can support your hiring goals at [ashbyhq.com](https://www.ashbyhq.com).

Our camps give kids both a place to start and plenty of room to grow outdoors as they build skills in a wide range adventure sports, including mountain biking, hiking, kayaking, rock climbing and paddling.

Avid4 Adventure

Jared Haynes

In 2023, Avid4 Adventure partnered with Ashby to tackle seasonal hiring challenges, including a long time-to-hire and manual, inefficient workflows. By implementing Ashby’s All-in-One solution, the company transformed its recruitment process, achieving faster hiring, better forecasting, and improved operational efficiency.

How Avid4 Adventure Cuts Seasonal Hiring Time in Half with Ashby

Anyone with a complex tech stack knows that tool integration is vital to getting jobs done right. iPaaS provider Boomi can boast clients like Kaiser Permanente, American Express, and LinkedIn among those using their powerful integration platform to automate their tech stacks.

  

With a growing global company and complex technical demands, the Boomi recruiting team has their work cut out for them. According to Amanda Yates, Boomi’s Global Talent Acquisition Leader, finding strong culture adds is the core of their process.

  

> “Our Recruiters source candidates that embody our core values of Be Bold, Be You, Be Boomi. We are a global late-stage start-up so we need to be able to work quickly and collaboratively. We look for candidates that are smart, hungry, and humble. People who are not afraid to be bold or try new things, who push to succeed without a big ego."

  

At over 1600 team members and growing, prioritizing quality of hire can be a challenge, so an airtight, powerful hiring system is non-negotiable. But their recruiting tech stack wasn’t giving them the power they needed.

  

> “Boomi has aggressive growth goals and I knew we weren’t set up for success with the manual and time-consuming reports that were currently available. It took hours every week to prepare the data for the executive team meetings and I was anxious knowing I didn’t have everything I needed or would be called on to present. As a TA leader, I must be able to identify trends early on to pivot our strategy when necessary. It’s very difficult to do that with manual reports, especially when there are so many metrics to consider."

  

Sick of wasted hours and lost personal time, Amanda went looking for a best-in-class recruiting software that could help her team achieve their ambitious goals – only a tool that was as innovative as Amanda’s team would do.

## An ambitious roadmap to match ambitious hiring goals

  

At the time, Ashby was still in pre-launch, but Amanda was determined to find the right tool for the job.

  

> “When I saw Ashby’s roadmap, that’s when I was sold. We needed a way to see the full story: headcount, hires, current employees, future starts, and attrition. Nothing else could give me all of that at once. But Ashby had it on their roadmap and I knew they would be innovative enough to keep up with what we were doing at Boomi.”

  

The Customer Success (CS) team met with Amanda and her team weekly as they ramped up, and were always ready to let her know how much more she could achieve with Ashby.

  

> “The integration with our other tools was amazingly fast, and it only took light work to get it up and running. My CS Manager took me from exploring the prebuilt Ashby reports to developing my own complex custom dashboards. Ashby was showing me exactly what I needed right away.”

  

Ashby’s knowledgeable team worked with Amanda to build out every report she’d been missing, starting from the most critical and working down. She finally had the data she needed, and it was saving her hundreds of hours.

  

> “The report I most needed became a breeze. Once it was set up, pulling data for meetings literally took ten minutes. It’s saved me so much time every week.”

## Developing a hub and smashing expectations

  

With Ashby’s powerful reporting lighting the way forward, Amanda's team could turn their attention to one of their most ambitious projects yet: setting up a Boomi's Vancouver sales hub.

  

> “Boomi launched a new Commercial Sales hub in Vancouver and the TA team was tasked with hiring over 100 positions in a very tight timeline. This was a high-profile project with a lot of pressure and visibility on the team. But not only did we meet the targets, we beat them. I attribute a lot of that to Ashby and our ability to report on progress, optimize in real time, and drive cross-functional alignment with hiring teams by sharing reliable and actionable data. It took the TA team from having a back seat to being the strategic driver."

  

Boomi’s recruiting team managed over one hundred hires in less than six weeks, across a wide variety of profiles. With Ashby enabling them, they beat their projected time to project completion by over a week.

  

And reports weren’t the only way Ashby made it possible.

  

> “The alerts have been game-changers. They help us focus and prioritize, to automate and move more efficiently. For example, being alerted to SLA breaches so we can respond. Recruiters are alerted when candidates from key competitors apply to one of their open positions. We’ve set up alerts for cross-functional partners in HR, Compensation, and Compliance. Ashby has been critical in our ability to provide a great experience to candidates and stakeholders and to work quickly and effectively."

## Showcasing TA as stars

  

With the Vancouver hub staffing project behind them, Amanda and her team are better able than ever to showcase the depth of their value to Boomi’s leadership.

  

> “Ashby is a game-changer for the TA reputation as a whole. We want to be business advisors, not just task-takers. And the fastest way to do that is through actionable and well-presented analytics. We’re able to build reports to answer any question in minutes – and to proactively share data to drive recommendations. It is not uncommon that our Hiring Managers tell our team that we’re the best recruiters they’ve worked with, and I attribute a lot of that to our dashboards and ability to communicate with them in their own language.”

iPaaS integration platform with a worldwide reach

Boomi

How Ashby Provided Deep Insight and Sped Hiring for Boomi's Talent Acquisition Team

It’s been an absolute pleasure working with Courtney Ryan, Recruiting Operations Manager at Brightline. Courtney and her team are dedicated to delivering memorable [candidate experiences](https://www.ashbyhq.com/talent-trends-report/reports/candidate-experience-surveys).

## Problem: An Inflated Talent Tech Stack

As the company and team grew, they noticed how their goals, workflows, practices, and policies needed to change. As a part of our ongoing check-ins, I spoke with Courtney about her experience evaluating Brightline’s talent tooling. 

> “We wanted to build a cohesive and seamless experience, but shifting between our ATS, sourcing, scheduling, and analytics tools wasn’t delivering it. Each tool had its own onboarding, operating philosophies, integrations, and account managers. This made it incredibly cumbersome to manage. We knew this was a problem, but we didn’t know if there were tools in the space that could give us everything we needed.”
>
> — Courtney Ryan, Recruiting Operations Manager

## Solution: All-in-One ATS

Courtney’s team took that comprehensive list to a number of top ATS vendors to understand if their software could support or improve their team’s efficiency. 

> “To be great at recruiting operations, you have to be seeking excellence. To achieve excellence, you need to be putting structure around change, embracing technology, leveraging data, and striving for [continuous improvement](https://www.ashbyhq.com/hiring-excellence-framework#pillar-1:-continuous-improvement).”
>
> — Courtney Ryan, Recruiting Operations Manager

After seeing a number of solutions, Ashby quickly emerged as the no-brainer. But before committing, they ran a model across three scenarios. The model looked like this:

1. **Status Quo**: Keep the existing ATS, sourcing tool, and scheduling platform (aka three different tools) the team was using. This meant dealing with the same issues, but considering it provided a baseline understanding of the team’s underlying problems.
2. **Build a New Recruiting Stack**: In this option, they built the hypothetical technology they’d need in order to get the same functionality without choosing Ashby. This quickly turned out to be the most expensive option. 
3. **Switch to Ashby**: By purchasing Ashby, they could consolidate their ATS, sourcing, scheduling, pipeline visualization, and analytics tools into one system.

> “Ashby empowered us to improve in all the target areas we set out to improve. The [All-in-One product](https://www.ashbyhq.com/growth) simply offered the most functionality while eliminating pricing across multiple vendors.Tangibly, this amounted to a 64% cost saving over the next five years. Naturally, our finance team was super happy.”
>
> — Courtney Ryan, Recruiting Operations Manager

## Impact: Seamless Recruiter Experience and Improved Cost of Ownership

With Ashby, Brightline’s been able to bring every recruiting need under one roof. No context switching, no broken integrations, and working with just one customer success manager versus multiple — and I can confidently say it’s been just as great for me to be able to work with Courtney! 

She shared how since making the switch to Ashby, the recruiting user experience and workflows are 10x better than previously. 

> “Implementation was suspiciously easy! It took us 1 month from signing to being fully migrated, onboarded, and confidently using the product. Even our IT team was happy with the process and stoked not to have to manage so many tools in Okta anymore. And now I work in one tool all day long vs. switching between multiple tabs and tools. I don’t know how to quantify the impact in terms of time saved, but the experience is 10x better and the team loves it.”
>
> 
> — Courtney Ryan, Recruiting Operations Manager

She continued to share how operating out of one system paid dividends to their weekly workflows in a number of ways, including:

* **Sourcing**: Within their internal team, the team loves Ashby’s Chrome extension for sourcing. [Direct booking links](https://www.ashbyhq.com/product-updates/public-booking-links) cut in half the time it takes to schedule candidates while ensuring everyone has the Zoom link and interview/interviewee details are confirmed. This was a feature the team didn’t have previously, and gives them peace of mind to have now. 
* **Customization**: Being able to customize EEOC surveys, interview questions, and [feedback forms](https://www.ashbyhq.com/talent-trends-report/reports/candidate-experience-surveys) means the team can be constantly optimizing their process inside the Ashby frameworks..
* **Stakeholder Engagement**: Beyond the cost savings, Brightline’s recruiting team has become more strategic talent partners who can show leadership the data they want to see.

> “Building an Executive Dashboard helped us show up more strategically and the leadership team can now quantify our impact on the business. Our dashboard reports on hires at a department level with progress to goal, DEIB, and source metrics. We also show our speed metrics (time-to-fill, hire, and in-process), [offer acceptance](https://www.ashbyhq.com/talent-trends-report/reports/2023-trends-report-offer-acceptance-rates) and pass through rates, top-of-funnel activity, and finally a snapshot of the current funnel — and who is associated with it. While it may seem obvious, having the customizability to present the data in the opposite order to the way our internal team looks at it is so important to meeting our cross-functional partners halfway. Ashby makes it so easy to do that."
>
> — Courtney Ryan, Recruiting Operations Manager

## Hiring Excellence with Ashby

One of the foundational pillars of Ashby’s Hiring Excellence Framework is [Operational Efficiency](https://www.ashbyhq.com/hiring-excellence-framework#pillar-2:-operational-efficiency). Courtney was kind enough to dive deep into this through sharing how she optimized Brightline’s end-to-end recruiting experience, generated significant cost savings, and gained insights to empower the talent acquisition team. The complete session can be watched below.

<iframe width="560" height="315" src="https://www.youtube.com/embed/l-XtlBeaPVQ?si=15Mw7HEgTjHaxj9L&amp;controls=0" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen></iframe>

**Ready to unlock the power of Ashby for your startup’s hiring needs? [Get in touch](https://www.ashbyhq.com/request-demo).**

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

Brightline

Morgan O'Marro

How Brightline Realized 64% in Cost Savings by Consolidating 4 Tools Into Ashby All-In-One

While Coder has been enabling over 54K developers to improve their workflows and operate remotely, their recruiting tech stack wasn’t giving Coder’s talent team the same level of optimization.


Coder is a remote infrastructure development platform that makes working with code easier by using templatized starting points and ultra-secure workspaces. Coder enables over 100,000 monthly users, from industry rookies to experts, to develop code faster than ever before.

## Seamless implementation and improved process for recruiters and hiring managers



Camilla Lever, Coder’s Director of People, said that the tools Coder’s talent team were using weren’t meeting their sourcing, communication, or analytics needs. But unless she was absolutely certain of the fit, she wanted to avoid switching.


> Switching an ATS is always a challenging and disruptive process – so something that I avoid. However, as I learned about the step change Ashby could offer us in terms of streamlining our sourcing process and eliminating the need for add-ons I decided it was worth it – to make things better the implementation was flawless and the Ashby customer success team held our hand the whole way through.



After finding Ashby through a networking group, Camilla was hooked.


> I found Ashby to be the missing link between sourcing and staying on top of candidates. It's helped me streamline a lot of things, and it's definitely helped me stay more organized.

## Integration and tool consolidation with huge time-saving impact



Not only would Ashby help Coder’s talent team pare down their tech bloat, it came with integrations Camilla knew the team would use.


> I wanted to consolidate my tools, and this was a really great way for me to combine LinkedIn with an ATS. From a sourcing perspective, it saves our Sourcers and Hiring Managers 5+ hours on sourcing for each job listing by leveraging the Chrome extension in LinkedIn, and then further streamlines the candidate experience through leveraging the highly configurable email outreach templates and notes feature. Outbound sourcing will always be a critical part of our process because we prioritize having a diverse pipeline and Ashby makes the process delightful.

## Powerful enough for techies, easy enough for everyone else

Camilla quickly discovered that Ashby didn’t just make her process easier, the reporting features were powerful enough to impress an especially high-tech team.


> We’re a very data-driven company. So to me it's very important to be able to show my CEO data like time to hire from when the role opened to closed or how long a candidate's been in an interview process. So there were a lot of reporting features that I've found to be valuable.

## A powerful every-day solution

Avoiding jumping between a fractured tech stack means less stress on a busy team. Camilla’s team now saves 10+ hours every week. Since implementing Ashby a year ago, Coder has seen their team grow by 12% - a process that’s been easier than ever for the talent team.


> I use Ashby every day! There's a lot of things that I can automate from the stages, to setting up templates, to scheduling multiple people with links. It's seamless.



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

How Coder Consolidated Their Recruiting Stack from 4 Tools to One to Optimize Their Workflows with Ashby

When the founders of Convictional noticed that the manufacturing to retail supply chain was full of labor-intensive elements, they set out to create an automation service to save time, effort, and cost. They succeeded, and gained Y-Combinator backing in the process.

  

One of the things YC let them in on was a secret known to high-performance startups: the best time to set up a formal process is before you think you need one.

  

So when it came time to start hiring, founder Roger Kirkness wasn’t worried: he’d already set up Ashby. And when Convictional’s Human Resources Business Partner, Jamie Cannon, joined the team down the line, their TA system was ready and waiting.

## Building an unbeatable hiring process from the first brick

  

Convictional’s founders knew that to be a great company, they needed to invest in hiring early. For them, that meant investing in Ashby.

  

> “We had an Ashby instance from day one, before we even had an official payroll, because we knew we needed it more. Our whole hiring process has been tracked in Ashby, which gives us amazing data insights. Convictional‘s hiring is stronger because we built how we hire around a great tool.” – Roger Kirkness

  

Not only was onboarding simple enough for two founders who’d never worked as recruiters, it was ready to go when their first TA hires joined the team. As soon as she joined the team, Jamie was impressed by how swiftly Ashby helped her onboard.

  

> “I could tell Ashby was designed based on how a TA professional would use it. It was obvious what to do, where everything was, and how I could use this tool to help our recruiting program take off. We can rely on automation, notifications, and having all of our hiring information in one place and free up that mental space to make our hiring pipeline better. Everything we’ve built uses Ashby as the foundation.” – Jamie Cannon

  

## Developing an amazing culture – and an 81% offer acceptance rate – using dedicated hiring processes

Roger and his co-founder wanted a hiring system that matched the culture they hoped to build. He used his experience as a hiring manager in prior roles to work with Ashby to develop sourcing, stages, interviews, and scoring systems that all worked in harmony to generate an amazing team.

  

> “I’ve interviewed hundreds of people at this point. I have a deep understanding of what I’m looking for. In the early days, we implemented things that didn’t always work. But we kept Ashby. It’s helped us be consistent as we’ve hired, it’s kept track of everything so we can focus on the information we care about, and it lets us communicate our hiring principles to our hiring managers clearly. We make better hires because of the consistency Ashby brings.“ – Roger Kirkness

  

Convictional is able to assess and match their culture to the goals of their candidates so well that they have a glowing 81% offer acceptance rate.

  

> “It’s hard to build a process that gives you the information you need to hire with confidence. But using Ashby has led to higher quality hiring and better outcomes than we could have achieved with other ATS’ I’ve used. We’re really thrilled to have an 81% acceptance rate, because it means that we’ve created a great system, and Ashby is a big part of that.” – Jamie Cannon

  

And while many startups don’t know they have talent problems until they’ve become major issues, being equipped with Ashby from the start has helped Convictional spot potential issues and troubleshoot them away.

  

Key to Convictional’s process is a panel interview they call the “gauntlet” – but they were finding that confidence dropped between that interview and the next, suggesting that ill-fitting candidates were making it too far through Convictional’s pipeline.

  

> “We were able to look at our screen and gauntlet (panel interview) passthrough rates (30% and 43%) to make a decision to add another screen. Afterwards, efficiency jumped! We’ve saved hundreds of hours of interview time for the team by recognizing that another screen would eliminate the need for some 120-minute gauntlet sequences. We would never have surfaced that without Ashby.” – Jamie Cannon

## A highly efficient hiring process scaling from 2 to 50+ employees

The time Ashby saves the Convictional TA team is spent digging deeper into their candidates, focusing on top-notch talent, creating both an amazing candidate experience and better assessments.

  

> “Our biggest time savers are scheduling through Ashby and being able to write interview feedback in-app rather than filing it elsewhere. We’re able to be so much more consistent and productive because of how smoothly Ashby runs.” – Jamie Cannon

  

As Convictional has grown and changed, Ashby’s customization has given them the flexibility to update their hiring process.

  

> “Even when we’ve made updates and changes, everyone is on the same page and has been since we started in 2017. Ashby keeps everyone informed about candidates, pipeline, and how things are going. Alerts stop us from letting anything fall through the cracks. It’s so easy to tell where a candidate is and to keep the entire process clean, no matter how big we grow and how many layers we add.” – Jamie Cannon

## Ashby as part of Convictional’s DNA

Though team members have tried other tools in the past, at no point has the Convictional team considered an alternative.

  

> “Ashby is much more powerful and easier to use than the legacy ATSs I’ve used in previous roles. It’s hard to imagine anything better for Convictional – Ashby is in the water. We’ve never looked at alternatives because Ashby meets our different needs at every stage. When you have a tiny company, you need something low-effort, but when you grow, you want greater insight. It’s about building for the future while affording it in the now. Ashby does both.” – Roger Kirkess

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

Convictional

When he began hiring at his two-person startup, Roger Kirkness knew he needed to start with a powerful tool that would scale with his company. He chose Ashby.

How Ashby Helped Convictional Grow From A Team Of 2 > 50 – And Scaled With Them Every Step Of The Way

As one of the fast-growing startups in Silicon Valley, Deel had the luxurious problem of huge quantities of inbound applicant demand. This meant they needed to invest in the infrastructure to keep up.

Deel is an all-in-one global payroll product supporting +150 countries. Leveraging their network of worldwide experts – Deel enables their customers to hire, pay, and manage a global workforce while making compliance easy. Their growth has made them a top-10 Y-Combinator startup.

Huw Sensier, Deel’s Talent Acquisition Manager, was looking for a tool that was more than just powerful. He and his team needed something that could be fine-tuned to Deel’s exact goals and needs.

> We didn't really have much in the way of an organized ATS. Other ATS’s have reporting features that I've used before, but with other ATS’s you're restricted to a couple of simple templates and the inability to double click or manipulate and visualize the data within the tool. As a result – you really only have access to the information, not insights or ways to optimize and refine your processes.

## Powerful reporting infrastructure to enable highly customizable reports

Ashby, on the other hand, could be customized to surface and reflect exactly what Deel needed. Huw set up their system to feature Deel-specific reports that pull exactly what the team needs, every time.

> With Ashby you can create any report that you want. It's very, very customizable in terms of those reporting features, whether that's on an individual level, or a departmental or organizational level, you can customize it however you want.

Jumping off from Ashby’s pre-made templates, Huw and his team have set up reports that track exactly what they want to know, and never have to settle for “close enough. With complex, detailed reporting, everyone on the team has the data they need to do their job.

> The need for specific information can change day-to-day or role-to-role. Our Recruiters all work from standardized templates we built with the Ashby team – it’s great that they can also add new fields or double click into specific metrics where the pipeline looks off or they are trying to make a decision on process and workflow.“

## Seamless onboarding and great customer support

Onboarding was easy, and Ashby’s above-and-beyond support team has been there to help them through every step.

> We had an onboarding training session with Ashby support. The customer success team was always happy to help and said that, if we had new people joining, they would run extra sessions for us.

The Ashby support team was always responsive and ready with whatever Huw and the Deel talent team needed.

> We're given updates on what is happening, and if something isn't available, we're getting told when it's being put on the list of new features. It's great.“

## Alerts, automation, and pipeline automation

Huw also appreciates the time-saving automation. Alerts, automatic vacancy set up, and easy candidate tracking are some of the features he and his team have customized to perfection.

> The biggest reason I recommend Ashby is how much you can automate the pipelines between different stages. When you first set up a new vacancy on Ashby, you can set up all the different things that you want to be automated between each step of the process. It saves you countless hours of admin time throughout the process.

## 2000% Growth

Deel has had explosive growth in the last three years: 2,000% and counting. They have a great team to thank, and their great team uses Ashby to help them make it happen.

> We needed a good system in place to manage the various pipelines for hundreds of vacancies, and Ashby has done well to support us with that. With Ashby, the performance and the features do everything that we need here at Deel.“

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

How Deel Scaled Their Team from 75 to 2k+ Employees in 3 Years with Ashby

With a line of products devoted to empowering better sleep with tracking and reporting, the Eight Sleep team were no strangers to the power of accurate data in driving better decisions and outcomes. But over on the talent team, they were struggling to manage their recruiting data in spreadsheets and with little confidence that their ATS was accurate.

Eight Sleep offers a suite of high-tech products devoted to sleep fitness. Since their founding in 2014, they have worked closely with athletes and scientists to ensure better quality sleep and in turn higher performing waking hours. As a company that relies on high quality data and operational excellence – they also needed an ATS that could support them with reliable and actionable insight, smart automation, and faster recruiting outcomes.

## Improving the quality of their data to improve candidate experience and speed up the time to hire

According to Quincy Liu, Operations Chief of Staff at Eight Sleep, the talent team’s biggest problem was the clarity of their data which was slowing down decision making.

> Before Ashby we had very low visibility into our data. It was really tough getting the right reports to surface what we were looking for. As a result, our candidate experience would sometimes slip as we'd lose sight of where they were in the process, and rather than focusing on the high ROI work like moving candidates quickly through the pipeline, we'd get lost in hours of manual data manipulation each week. It was a painful task for our teams and an inefficient use of company resources. With Ashby, we're saving hours each week and the team has a strong handle on our metrics without having to be data analysts.

## Saving +3 hours per week on reporting with Ashby

Quincy and his team were immediately delighted with the quality of the reports, the speed at which they could build them and the time it would save them - huge time-saving improvements on their existing process.

> During our demo call, we told Ashby what we needed. The team said, oh yeah, it's super easy to build out, let me build that for you now. They showed us on the spot something that cost us +3 hours every week with the manual processes we had in place. These reports alone meant Ashby would pay for itself – and there is so much more!

Quincy was able to save time and effort, and feel completely confident that the hiring pipeline was on a constant path to improvement. Every time EightSleep sourced an ideal candidate, caught an irregularity in their data, or closed on a great candidate, their hiring process got a little better. And all the team needed was the right tool to make it happen.

> It sounds obvious, but it’s super important to trust and understand the data behind your hiring process because without it you can lose sight of targets, miss out on great hires, and fail to catch anomalies or coaching opportunities for hiring managers that could hurt your brand. I haven’t seen any other system that can do it with the level of ease and flexibility that Ashby can.

## Using data to create a stronger hiring pipeline

Quincy and the Eight Sleep talent team set to work making sure that their data could be used to better understand and optimize their candidate pipeline. To do this they used templatized reports and a crystal-clear user interface. Using the passthrough rate report Quincy had full and real-time visibility over their entire pipeline for the first time and was able to implement immediate optimizations.

> With Ashby, data visibility is super simple, super clean, and real-time. The implication of this is that we can see all our data from where the candidate was sourced through to offer acceptance. We also get visibility into where candidates drop out or are rejected. The UX is great, so anyone on the team can use the tool without needing to be analytical. And that visibility drives accountability.

In addition to the powerful reporting, Quincy and his team were also able to improve candidate response times and keep track of their pipeline with the customized ‘alerts’ feature.

> One thing that I think is really helpful is the alerts feature on certain reports, like being notified if a candidate has been an application review for over 24 hours. As soon as they hit that mark, we get notified, and that lets us know we need to pick it up. I also love that the alerts feature is super customizable so we can decide what SLAs we want to drive and what alerts we want to set.


## Gaining a competitive advantage using great tools

The improvement in Eight Sleep’s data insight has allowed them to hire better candidates by reducing the time to hire by 30%.

> Startups are competing against a lot of larger tech companies for talent. The speed that you can move through the hiring process is a key advantage. The visualization and the data helps us understand what parts of the process we need to improve and gives us a real-time pulse on where candidates are in the process. It's allowed us to move through the process ~30% faster, which is a real competitive advantage.

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

Ashby redefines all-in-one and has consolidated our recruiting tech stack from four tools to one

How EightSleep Increased Their Speed of Hiring by 30% to Gain a Competitive Advantage with Ashby

Flock Safety is a public safety technology company on a mission to eliminate crime and build safer communities. When the company began focusing on strategic hiring and talent density, they needed a way to measure and improve the quality of their hires. Moving beyond traditional metrics like Time to Fill, Flock Safety partnered with Ashby to build a Quality of Hire program that now influences everything from executive discussions to hiring decisions.

## Problem: Manual Survey Tracking and Unreliable Data

Before a Quality of Hire program could even be considered, the team knew improving their overall talent operations would be vital. Flock was historically struggling with inefficient and inaccurate data. Their legacy system made collecting survey responses extremely manual and had no ability to customize the surveys it did offer. This limited flexibility hindered the team’s ability to collect information at scale. 

> "We had a lovely human on our team, who every single week, had to email a Google Form Quality of Hire survey to 20+ different hiring managers. That experience is painful. No one wants to do that." 
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

The team was also using two separate tools for sourcing and ATS, leading to often incorrect reporting that made it impossible to understand how the business was doing or have meaningful conversations with executives about hiring progress.

> "I wanted to move from our last ATS provider because I just thought our reporting was terrible; it never really scaled with us. The report I was sending to our CEO every week felt  inaccurate, which isn't how it should be. We believe in being honest about progress against goals and I felt like I never was fully able to be."
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

## Solution: Reliable Reporting that Paved the Path for Tracking Quality Hires

Once onboarded to Ashby, the team was operating more efficiently as they: 

* No longer had data reliability issues 
* Eliminated manual collection of Quality of Hire surveys
* Improved offer ownership and distribution process
* Upleveled scheduling right within the ATS

This opened the opportunity for Laura to tackle her next big idea: **Quality of Hire as the north star for talent acquisition**. The team was historically reliant on [Time to Fill](https://www.ashbyhq.com/talent-trends-report/reports/2023-recruiter-productivity-trends-report#time-to-first-fill-is-consistently-longer-for-technical-roles-than-business) (or TTF).

> “While you should absolutely have an SLA around TTF, I didn’t feel this accurately represented if you were hiring the right person for the right role. TTF makes recruiters feel that they need to fill a role in 60 days or their job is on the line when really their focus should be ‘did I exhaust all options to find the best person.’ I started having conversations with our Chief People Officer about what our actual goal is: hiring quality people who are impacting our talent density as an organization.” 
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

For many talent teams, implementing Quality of Hire is easier said than done. Flock Safety has quickly become one of the most active users of Ashby’s Quality of Hire functionality while maintaining a consistently high score. Laura, along with Recruiting Operations Manager Kevin Minchella, walked us through how they got adoption, use the findings, and what’s on deck as a result of the progress made.

### Step 1: Alignment with People Teams

As aforementioned, Laura kicked off the conversation with Flock Safety’s Chief People Officer to create alignment. She believes success here stemmed from an organizational mindset around conservative hiring. 

> “We have a big belief at Flock to do more with less. Rather than aggressively and excessively hiring, we have the mentality that every hire counts. This focus shifts your mindset to quality rather than speed. If you can’t solve the problem by throwing people at it, then you need to make sure that every seat you have available to you is filled with someone who is going to have a significant impact. I used this company belief to approach our greater team’s shift in mindset towards quality as the goal.” 
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

### Step 2: Get Started Simply and Quickly

Instead of fixating on how to measure quality, Laura believed that getting the initiative started in some form was better than overcomplicating it.

> “Rather than spending a lot of time trying to figure out the exact science, we just wanted to get something off the ground. At Flock Safety, we have a bias towards action, and that allows us to be comfortable with producing a V1. Ashby made our V1 so easy. We went back to the business and said: ‘Hey we turned this survey on. It’s automatic, easy to fill out, and we want you to answer a simple question. We’re going to take your answer and apply that to how we evaluate our interview processes.’ This data is extremely actionable and that got hiring managers excited. It didn’t feel like you submitted a form and it went into a blackhole. Now we can think about phase two and what to solve for next.”
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

### Step 3: Determine Survey Specifics

The main decision the team had to make was the sequence in which the Quality of Hire Survey would be sent to hiring managers. While [Ashby’s built-in solution](https://www.ashbyhq.com/product-updates/quality-of-hire-an-actionable-approach) comes pre-set at 30, 60, and 90 days, this can be easily customized. Flock Safety opted for a different sequence through discussion with People partners. Given the HRBP’s quarterly business reviews with executive leaders, the team landed on sending their Quality of Hire Surveys as follows: 

* **90 Day Mark**: If a hire results in a low hiring manager score within the first 90 days, this signals to Flock that something went wrong in the recruiting process and needs to be reflected on with that hiring manager in the next role kickoff. This leads to discussions around: did we test for the right attributes, did we invite the right interviewers, did we have the right profile, and so much more.
* **6 Month Mark**: By six months, a low score could be the result of an inaccurate job description, lack of clear expectations, a skills gap or misalignment of working style. 
* **12 Month Mark**: A year in, Laura believes a negative score could indicate burnout, disengagement, or a plateaued performance. This forces us to look deeper and ask if we are providing enough challenges, growth opportunities, and impact. On the other hand it could show a more systemic issue such as inadequate training or ineffective management. 

The results so far are driving more teamwork across talent and people groups. 

> “\[Quality of Hire] has begun serving as a good metric for areas to get the People team involved and insert a performance management conversation directly with the hiring manager. That’s where all this data enables us to collaborate well with our hiring partners.”
>
> \
> — Kevin Minchella, Recruiting Operations Manager at Flock Safety

### Step 4: Automate Data Collection

Ashby sends out the Quality of Hire Surveys automatically per the determined cadence and comes built in with a 1-5 rating. In addition to this rating, Flock Safety includes a simple question: **If you were rehiring for this role today, would you rehire this person?**

While Kevin joked Ashby’s automated reminders to fill out the survey bothered some hiring managers at first, it also enabled speed and adoption. 

> “What's nice about Ashby is how low the lift can be for employees to use some of the features. Getting buy-in \[for Quality of Hire] is the toughest part, but when it comes to the actual workflow, it feels simple. Ashby automates the service and the persistent notifications don't stop until the employee fills it out.”
>
> — Kevin Minchella, Recruiting Operations Manager at Flock Safety

Laura, who prior to Ashby had to use incentives such as gift cards to encourage survey fills, echoed Kevin’s sentiment.

> “The easiest part is the automation. Not having to worry about emailing a list of hiring managers every single week and tracking that back in Google Sheets is amazing. Manual work can be a huge hindrance in starting something new. It requires a person to dedicate hours of time so to be able to ‘set it and forget it’ is a game changer.”
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

And it seems to be working as Flock Safety sees a majority of their Quality of Hire Surveys completed within a day. 

![](/customers/stories/flock-safety-quality-of-hire-survey-completions.png)

### Step 5: Regularly Share & Discuss Results

The other driving force behind hiring managers quickly submitting surveys is the consistency with which the talent team shares back findings. It’s easy to think you’re just filling out a survey for the sake of process versus progress, especially for what Laura calls a more foreign concept like tracking quality hires. 

> “Creating visibility into your work is the best way for any recruiting project to get buy-in. People want to see results. Even when I’m hiring for my own team, I want to see the Quality of Hire number tick up. I find it extremely insightful when we’re hiring someone and I get to see what did or didn’t change from 90 days to their six months to their one year progression. If I see the number tick down, it’s telling me something’s not working inside our team — are we training interviewers correctly? Could I be doing something better as a leader? With Quality of Hire data you’re having a lot more insightful conversations, but you need to let hiring managers see that this is possible.” 
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

Overall, the insights enable the greater Flock team (hiring managers, recruiters, and leadership) to spot patterns, isolate bright spots, and focus energy on solving for the areas that have the potential for the most outsized impact. With a few cycles of data under their belts, the team is seeing the impact on how stakeholders are driving their hiring processes. 

> “Hiring managers have a lot of agency over the hiring process and the profile we’re looking for. The introduction of Quality of Hire alone has them thinking holistically versus just at the starting point. It’s opened up more continuous conversation where they’re taking insights from how well they did in hiring one person into the next role opening.”
>
> — Kevin Minchella, Recruiting Operations Manager at Flock Safety

Laura also reports on Quality of Hire weekly to their CEO in addition to the read outs during the quarterly business reviews with all of executive leadership. In her weekly report, she addresses:

* What are our numbers across the board?
* Which teams are in the yellow zone? If so, why?
* Who’s in the green zone? 
* Is there something wrong with our hiring profile or process? How are we solving for it?

For the full leadership team, Quality of Hire helps both enable trust and identify areas for improvement.

> “Our leaders want a talent dense organization. We aim for all of our teams at Flock to achieve a 4 as their Quality of Hire score. When scores for a department are coming in closer to 3, it does elicit a response from department leaders where they feel the need to insert themselves more into the process to get back on track. When they’re seeing a 4 or above, they feel strongly that their hiring managers are bringing in the right people and increasing the density of their organization. We’re having less conversations about what do we change, and more about how do continue to replicate this.”
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

## Impact: Strong Talent Density Supported by Quality of Hire Measurement

Through collaborating with People, keeping executive leadership and hiring managers informed, and using Ashby’s out-of-the-box surveys, **Flock Safety has developed a Quality of Hire program that enables their team to continuously measure and improve their talent density**. 

![](/customers/stories/flock-safety-quality-of-hire-average-scores.png)

The team strives for a 4 or above, which while measured through Quality of Hire, is a reflection of the hiring process the team has built over the years. Some ingredients that Laura believes contributes to such strong scores include:

* Building out a 90-day onboarding plan before opening a role, enabling recruiters to know exactly what the hire will work on upon joining
* A team of recruiters who have been at the company for 4 or more years, which means everyone has extremely strong intuition for who would be a fit at the company
* Nailing the candidate profile, which comes from a combination of both the above

The Quality of Hire program has become so well adopted that it’s now starting conversations about what else the team can do with the data. Laura and Kevin shared some ideas on their roadmap for exploration, such as:

* **Rating leaders based on the talent density of their org**. Laura shares, “If you’re hiring a lot of C players, are you actually a great hiring manager or leader at Flock? Probably not.”
* **Comparing Quality of Hire surveys to employee pulse surveys**. Kevin believes the success of an individual and how they feel in that role should be aligned. Laura added that layering a hiring manager’s view with an employee’s view is important for employee engagement. “You might have a top performer, but if they’re likely to leave in a short-time frame, facing burnout, or disengagement, I wouldn’t say you had a strong hire.” 
* **Create stronger feedback loops for onboarding and experience teams**. Providing the teams who onboard employees with the right information on what makes a hire successful in their first 90 days is something the talent team hopes to be accountable to. 

The accountability that Quality of Hire data introduces has the team excited for what’s to come.

> “Overall, my advice to any talent leader looking to start Quality of Hire is get Ashby. They have it completely ready to go for you with a sequence and questions. Be comfortable pushing your V1 and show what you can do with it. Your V1 will inspire what you want to do in the future and also help you understand what your business finds important. ” 
>
> — Laura Barnes, Vice President of Recruiting at Flock Safety

Ready to turn on Quality of Hire Surveys at your organization? [Request a demo today](https://www.ashbyhq.com/request-demo).

Flock Safety

Christian Novicki

How Flock Safety Measures Talent Density with Ashby’s Quality of Hire Surveys

The entire customer success team at Ashby adores working with Daashon Eldridge, Senior Recruiting Ops Specialist. Over the years, Daashon’s approach to recruiting has become a best practice we share with other Ashby customers. We sat down with her to hear how FullStory's recruiting team is upleveling with data and productivity gains. 

## Problem: Insights Company without Hiring Insights 

Even with data at the core of their business, the FullStory talent team previously lacked such insight into their own hiring process. The team’s legacy ATS/tools still required manual processes, hindering the team’s ability to... 

* **Operate efficiently as a talent function**, previously dedicating an entire headcount to running manual calculations in Google Sheets.
* **Track internal progress towards goals**, leaving the team in need of a better way to view pipeline metrics. 
* **Communicate confidently with senior leadership**. While leadership understood the strategic importance of exceptional hiring, they struggled to understand bottlenecks in the hiring process or performance relative to goals. 

## Hypothesis: Real-Time Data for Real-Time Hiring

Knowing the importance of real-time and reliable data, FullStory wanted to uncover a more sustainable way to understand and take action on their hiring data. Despite growing to over 500 employees across five locations, their hiring process was fractured across a swollen tech stack and manual processes.

The team started by mapping their “table stakes” metrics, which were being tracked manually at the time:

1. **Pass-through rates** by hiring manager, role, recruiter, and department
2. **Time to hire** on bespoke and evergreen roles
3. **[Offer acceptance rates](https://www.ashbyhq.com/talent-trends-report/reports/2023-trends-report-offer-acceptance-rates)** by role, recruiter, and department
4. **Basic DEIB metrics**, such as EEOC
5. **Candidate experience**, such as [Candidate NPS](https://www.ashbyhq.com/talent-trends-report/reports/candidate-experience-surveys#candidate-nps-benchmarks)

Daashon and team then brainstormed what it would look like to take reporting to the next level and drive strategic alignment. This would ideally include:

1. **Pre-job data visualizations** to predict capacity requirements and a realistic time to hire
2. **[Data dashboards](https://www.ashbyhq.com/product-updates/new-feature-default-job-dashboard)** to better understand metrics such as:

   1. **Inputs** such as inbound or sourced candidates 
   2. **Pass-through rates** to understand questions like, is there bias in the process? 
   3. **Outputs** across DEIB to proactively leverage data to improve the process
3. **Easily visualized data**, with drill-down capabilities and an ability to share strategic narratives with the executive team, hiring managers, and in 1:1s with recruiters

> “I created a New Role Alert Email internally that is powered with historical job information from Ashby Analytics — JDs, hiring information, time to fill, passthrough rates. There was one instance where a hiring manager felt we were not seeing enough pipeline for their open role. And from their view, it made complete sense. Thanks to Ashby, our talent team dug into the New Role Alert emails and quickly saw historical trends. In a few clicks, we could see that the last time we hired for this role we not only used agency recruiters… but every person hired had short tenures with the company.”
>
> — Daashon Eldridge, Sr. Recruiting Ops Specialist

## Solution: Ashby Analytics → Ashby All-in-One

The FullStory team looked at a number of BI tools and recruiting analytics solutions. While there were some benefits to BI Tools and some concerns internally about adding yet another recruiting tool, FullStory decided to go with Ashby Analytics – which conveniently plugged into their legacy ATS. Market research made the choice clear:

![FullStory Case Study - Ashby vs BI Tools](/customers/stories/fullstory-case-study-ashby-vs-bi-tools.png)

With Ashby as the chosen solution, the team was ready to see if the product met the earlier listed challenges.  

> "It was almost instant. I opened Ashby Analytics and saw clear numbers, color-coding, and all the reporting we’d been missing. It was obvious which goals we’d hit and where they were at risk. It was painting a picture of our performance that made it so much easier to be accountable."
>
> — Daashon Eldridge, Sr. Recruiting Ops Specialist

When it came time to renew, the success with Ashby Analytics inspired the FullStory talent team to migrate fully onto Ashby All-in-One, consolidating their bulky tech stack into one system.

## Impact: Half the Cost & Thousands of Saved Hours

The decision resulted in a 51% cost reduction by consolidating tools, over 2,000 hours saved by no longer context switching constantly, and meeting the analytics needs first outlined. 

> "With \[our legacy tools] there were areas of opportunity we knew we were missing; we just didn’t know how to solve for them. Ashby Analytics was the first step; once we switched over to Ashby All-in-One, it felt like we’d leveled up. Everything we’d been missing was finally there. For us, it was the natural next step in recruiting."
>
> — Daashon Eldridge, Sr. Recruiting Ops Specialist

The FullStory Talent Team is now…

### Operating Efficiently

With self-serve data over manual reporting, the collective team increased their speed and agility, replacing the aforementioned data pulling with more strategic work around workflow optimization, implementation of Ashby data learnings, and ensuring that progress to goal was being maintained.

### Communicating Confidently With Leadership

With baseline metrics established, recruiting was excited to finally be able to organize information for easy sharing with executive leadership, recruiting managers, and hiring managers.

One clear example was moving from anecdotal evidence (which limits credibility and allows everyone to have their own theory on what is affecting pipeline) to personalized Ashby dashboards for cross-functional leaders. Daashon set up dashboards that quickly drilled into: 

* Departmental view of total candidates in pipeline
* Organized by DEIB breakdowns such as gender splits at recruiter screen
* And layered on key callouts around where the SLA was met or missed by hiring managers on their team

> “Once we had real-time, reliable, and actionable data to lead strategic conversations with leadership – it was a total game changer. Rather than being met with pushback we were able to get on the same page very quickly and align our expectations on timelines, hiring teams, SLA's, and roughly when functional leaders could expect hires to be made. We were also able to more easily influence strategic initiatives and unlock the necessary resources.”
>
> — Daashon Eldridge, Sr. Recruiting Ops Specialist

### Increased Data Fluency for Recruiting

With the recruiting team armed with clear data visualizations of where the business stood at any point in time, FullStory no longer had to frantically react to a problem that was suddenly apparent. [Ashby’s recruiting planner](https://www.ashbyhq.com/product-updates/recruiting-planner-visualizations-forecasting) allowed them to do what FullStory does best: Leverage a data-drive approach.

The team’s biggest learning was to consistently take stock of how recruiting time is being spent and constantly be on the lookout for ways to simplify those workflows. The more they could optimize, the more they could shift brainpower to strategic work such as managing candidate relationships. 

> "We’re saving so much time and energy that we can redirect into making our hiring process stronger and more candidate-focused. And it's all because of Ashby."
>
> — Daashon Edridge, FullStory’s Career and Commerce Lead

## Enable Hiring Excellence at Your Organization

FullStory's journey from data deficiency to data pioneers showcases the transformative power of Ashby Analytics and Ashby All-in-One, coupled with industry best practices. By consolidating tools, enhancing data-driven insights, fostering collaboration, and implementing industry-leading recruitment practices, FullStory achieved cost savings, efficiency gains, and a stronger focus on candidate-centric hiring. 

Hear from Daashon directly, who shared her [Hiring Excellence](https://www.ashbyhq.com/hiring-excellence-framework) journey at the 2023 Ashby Keynote:

<iframe width="560" height="315" src="https://www.youtube.com/embed/xL4RWl9xcno?si=zkHLz0kgl65NlyD1" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen></iframe>

Ready to unlock data-driven recruiting at your organization? [Request a demo](https://www.ashbyhq.com/request-demo).

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

FullStory is driven by data and with Ashby's help, so is their hiring process.

How FullStory Leverages Recruiting Data to Take a Strategic Seat at the Table

HackerOne is a cybersecurity company with a mission to make the internet a safer place. 

When HackerOne began planning for scale, they took advantage of slower hiring periods as the perfect time to introduce new tools and give their team time to embrace the changes. To lead this new chapter, they brought on a new Director of Talent, Brandon Samuel. His first assignment? **Select a new ATS before the legacy system’s contract expires**. 

During his first week on the job, Ashby was one of three solutions Brandon looked at. While he admits the demo helped rule out one of the other options quickly, he was admittedly nervous to take the full bet on Ashby. 

> “I was so scared of it. I came from bigger companies where we had in-house systems. The ATS was already designed for you. Now, I’m being told we not only have to shop for an ATS, but the one everyone likes is fully customizable. I’m not a tech-savvy person, but having Michaela and Marizza on our side, and Arjun and Christian on Ashby’s side made the entire process seamless.”
>
> — Brandon Samuel, Director of Talent at HackerOne

I’ve had the unique pleasure of spending extensive time with Brandon and his team. We spoke with Brandon as well as Lead Recruiter Michaela Ricketts and Talent Experience Specialist Marizza Clemente on the Ashby migration and results since. 

## Problem: A Broken ATS Causing Hiring Manager Friction

When Brandon first joined, a few problems from his team quickly emerged. 

* **Limited hiring process**: Having been a first talent acquisition hire at previous companies, Michaela expected to see more processes in place coming into an established TA function. There was a clear need to improve the system, add resources, and start to have a real influence on the business. 
* **No accountability**: Marizza shared how their legacy ATS touted reporting functionality, but the data was often incorrect and always difficult to pull. This led to friction between hiring managers (who pushed for a “perfect hire” without context to what constitutes such) and recruiters (who had to influence with emotion given the lack of data access). 
* **Resentment for existing ATS**: The entire organization had an aversion to the existing system to the point where they were willing to revert to hiring in spreadsheets if the legacy system’s contract expired before a new decision was made. 

After demoing the three ATS options, the decision came to choosing between Ashby and a legacy provider. To Marizza and Michaela, the Ashby choice was clear: They were **compelled by the opportunity to design a recruiting process that fit their team needs** versus conforming to a process other ATS providers required. 

Brandon was interested in how [Ashby’s analytics core](https://www.ashbyhq.com/analytics) could keep the team accountable and even expose flaws in how the business approached hiring. 

> “One of our values is ‘[default to disclosure](https://www.hackerone.com/company-news/together-we-hit-harder-hackerone-company-values),’ which is why the reporting piece is so critical to us. We want to ensure that everyone across the board can see both where we’re struggling and where we’re succeeding. When I pitched Ashby to our people leadership team, I talked about how it would unlock growth for our team by influencing with data. Everyone on this team has passion; couple that passion with data and you’re unstoppable.”
>
> — Brandon Samuel, Director of Talent at HackerOne

## Solution: A Seamlessly Personalized ATS Migration

To go from nervous about trying a system he had never used before to fully comfortable in his first few weeks in seat, Brandon started by reflecting on why he was hired as a Director of Talent Acquisition in the first place.

![](/customers/stories/hackerone-brandon-samuel-ashby.png)

With that reminder, Brandon employed a few vital resources to ultimately take what at the time felt like a “bet” on Ashby.

### 1. Internal Champions

Michaela and Marizza were instrumental in getting the rest of the talent team comfortable with the new system. The two worked together to determine exactly how they’d want a new ATS set up. They discarded old job templates, interview plans, and instead laid out their ideal scenario. 

### 2. Talent Community Crowdsourcing

Michaela set up a number of calls with Ashby customers for the team to tackle, and heard back a unanimous consensus in support of Ashby.

> “I didn’t hear anyone say anything negative about Ashby. You can’t normally get a hold of a TA director in a few minutes, but they would reply almost instantly wanting to hop on a call. Everyone was wanting to talk to us, which I guess is how we feel now.”
>
>  — Michaela Ricketts, Lead Recruiter at HackerOne

### 3. Implementation Tracker

Our team provided a project plan and checklist (both embedded within a spreadsheet) that tracked every step in the migration process and which stakeholders needed to be involved when. HackerOne’s talent team found this immensely useful for highlighting who across the organization they needed to involve — such as when the Head of IT needed to be pinged to disable users in their former ATS. The team now uses that same tracker as a template for internal project managing.  

### 4. Ashby Team Accessibility

From routine check-ins to answering questions, HackerOne knew that they weren’t having to take on the stress of the decision alone — and this support from the internal Ashby team was a driving force behind calming Brandon’s nerves. 

> “Arjun \[Ashby Product Manager] made me feel, okay I can do this. His support and accessibility made me feel comfortable in a way that I wouldn’t have otherwise. Even just on the [Workday integration](https://www.ashbyhq.com/product-updates/new-integration-workday); despite never using the tool, Marizza looked into it fully on her own and had a list of questions — and Arjun always had an answer. It was so impressive on both ends, they both had a level of investment in making sure implementation went smoothly.”
>
> — Brandon Samuel, Director of Talent at HackerOne

Outside of a legal signature that delayed the signing process internally, **the implementation itself took three weeks** — with just a week left before the team’s former ATS contract expired. 

While the team set up training sessions, Ashby was intuitive enough for recruiters, hiring managers, and leadership to log in and understand on their own. Hiring managers shared their love for its ease of use, reporting, and the ability to see resume and candidate feedback on the same screen. 

Brandon specifically noted HackerOne’s culture of feedback and the amount of opinions that can come in when a new tool is implemented that worries other stakeholders. 

> “We watch things roll out all the time and we watch critiques flow in immediately. To not get any blowback on implementing Ashby, to see that it was instead silent… was insane and very impressive.”
>
> — Brandon Samuel, Director of Talent at HackerOne

![](/customers/stories/hackerone-case-study-ashby.png)

## Impact: An Upleveled Talent Team 

The HackerOne team felt closer through the bonding that emerged from implementing Ashby. For Marizza and Michaela, it was an opportunity to impress their new manager (Brandon) with what they were capable of. The team learned about one another’s strengths, setting goals, and saw their careers elevate as a result.

### Recruiting Coordinator → Talent Experience Specialist

> “Marizza’s title was recruiting coordinator, but it quickly became clear she does way more than coordination. When I went to change her title to Talent Experience Specialist, no one bat an eyelash. Ashby required so much cross-functional collaboration that it got to stretch and show what Marizza was made of to our HR team, our engineering team, and to our people leadership leaders. It was amazing.” 
>
> — Brandon Samuel, Director of Talent at HackerOne

### Senior Recruiter → Lead Recruiter

Three months after the Ashby contract was signed, Brandon was able to easily make the case for promoting Michaela. The team even joked about how her championing of Ashby played in her career. 

<iframe width="560" height="315" src="https://www.youtube.com/embed/HzzvYjeW-3g?si=QoYVFC6Hj9hlTncn" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen></iframe>

Ready to seamlessly switch to an ATS that up-levels you and your team? [Request a demo today](https://www.ashbyhq.com/request-demo).

HackerOne

First Decision as a Director of Talent? Why HackerOne’s Leader Chose Ashby 

**Featured Talent Leaders**:

* Chau Le, Recruitment Lead (EMEA & APAC)
* Dominik Simco, Senior Tech Recruiter

### What You’ll Learn

* The importance of elevating your startup recruiting
* Why you should switch from Google Sheets to an ATS
* Ways to automate your global recruiting process
* How to get a quality ATS on a startup budget

### The Impact of Switching

* Save 30+ minutes of recruiting time per day
* Streamline scheduling, reporting, and other laborious tasks
* Improve data acumen for improved hiring 

## Problem

In the fast-paced world of tech startups, every hour counts. Before our partnership with Ashby, [Infinite Lambda](https://jobs.ashbyhq.com/Infinite%20Lambda)'s hiring processes leaned heavily on inbound methods and our existing networks. We were using Excel effectively as an ATS. 

These simpler tools led to inefficiencies as our hiring needs grew and changed. We needed a real ATS to continue expanding globally without being mired in administrative tasks such as… 

* Liaising with stakeholders
* Setting up interviews
* Capturing/tracking referrals
* Collating feedback 

And running our recruiting process entirely in Google Docs, Excel, and Slack not only spread our data thin, but also costs us roughly 20 hours weekly. The process of drawing up manual reports alone was slow and often prone to errors.

## Hypothesis

Our team was hoping to invest in a system that would allow us to grow our global team through an adaptable and time saving solution. Our desired requirements included:

* **Easy Setup**: We didn’t have the time to spend weeks onboarding and implementing a complicated recruiting stack. We wanted to be up and running quickly with repeatable templates for streamlining operations. 
* **Efficiency Enhancement**: As previously noted, we needed to get out of Google Sheets and Excel for tracking applicants. This was simply insufficient for growing a startup — especially given we’re hiring across Europe and Asia.
* **User Friendly Experience**: We wanted to be able to easily understand how the product works and have quick access to support. Startups move fast, so waiting around for help when we have a pressing need is less than ideal.
* **Cost-Effective**: All [startups](https://www.ashbyhq.com/startups) have to operate as leanly as possible, but we didn’t want to sacrifice the quality of product we selected. We wanted a solution that balanced price and quality. 

## Solution

Ashby came as a breath of fresh air. One of its significant benefits was the structured and automated processes it introduced, streamlining our aforementioned day-to-day operations. There are a number of noteworthy features that ultimately led us to choosing Ashby. 

1. **Standardized Templates**: While it takes some upfront time investment to develop the templates needed in Ashby, once they’re there… it just takes a few clicks to rock and roll. We’ve set up Candidate Survey templates, which makes it easy to get feedback from candidates and really improve our hiring process. We no longer have to start from scratch on tasks like this every time we have a new role. 
2. **Easy Scheduling**: On any given day, we used to lose 30 minutes to coordinating calendars across internal stakeholders and candidates. Now I just send the [Ashby link](https://www.ashbyhq.com/product-updates/public-booking-links) to the candidate and the tool takes care of it all. 
3. **Automatic Reporting**: Instead of manually piecing together data across Google Sheets and Excel, Ashby Analytics has brought us to a new level of data-driven decision-making. We automatically have important recruiting metrics generated for us, such as time taken to fill a position or the rate of offer acceptance. 

Beyond the specific feature and process improvements Ashby brought to Infinite Lambda,  Ashby also emphasized the human side of recruitment, offering tools that help gauge and enhance the candidate experience. Given our commitment to creating a positive impression at every touchpoint, this overall resonated deeply with us.

## Impact

Even within a short time frame, we've **drastically reduced the time spent on administrative tasks by over 20 hours saved every week**. The confidence we have in our candidate experience has also surged. With Ashby, we're not just streamlining our processes, but also ensuring we identify and onboard the best talent available.

**Ready to unlock the power of Ashby for your startup’s hiring needs? [Get in touch](https://www.ashbyhq.com/request-demo).**

Infinite Lambda

Infinite Lambda, an innovative cloud and data engineering consultancy based in the UK, is growing internationally and needed an ATS that could grow with them. By adopting Ashby’s all-in-one solution, their small but mighty TA team is positioning Infinite Lambda for data-driven recruiting at a global scale and saving 4+ hours a day in the process. In this case study, we’ll hear from two of the team’s talent leaders.


How Infinite Lambda Got Back 20 Hours Weekly by Upleveling Their Startup Recruiting

January had built a solid foundation for growth after raising a $12M series B in late 2023. When the time came to grow headcount, the company hired Taylor Roa as Head of People & Talent. Taylor’s top priority? Replacing the legacy ATS and niche tools with a scalable, integrated system to support their hiring goals and future growth.

## Problem: Costly Tech Stack Lacking Scalability

January’s talent acquisition team encountered several roadblocks when preparing to fulfill its new hiring targets:

* **Inefficient Recruitment Processes**: Reactive hiring workflows led to delays and inefficiencies. Previously, hiring managers drove a thoughtful interview process but struggled with consistency in speed to hire.
* **Limited Data Insights**: A lack of visibility into key metrics made it difficult to track progress and inform strategic decisions. For example, their previous ATS couldn’t track the average time candidates spent in each hiring stage.
* **Scaling Concerns**: A range of 3rd party integrations made January's legacy ATS clunky, adding new manual tasks to common workflows. These additional steps got in the way of  building scalable processes.

On top of it all, managing three different systems (an ATS + two point solutions) was expensive and hard for a startup to justify.

> “Our \[Legacy ATS] required me to write a document for how to use different parts of the tool. Anytime you have to do that, you lose people and that’s just not scalable. With Ashby, I don’t have to explain how to use it. In \[Legacy ATS], you have to dig to find the features. With Ashby, we got early praise from the business on the UI. Our CEO said ‘Ashby’s search function is 1 trillion times better.’”
>
> – Taylor Roa, Head of People and Talent

## Solution: A Feature-Packed Platform for Growth

January evaluated multiple ATS solutions but chose Ashby for its flexibility, intuitive design, and focus on actionable data. This came to life in a few ways — as early as the first week on the platform.

* **Improved UI**: The team immediately noticed smarter search functionality where various queries were able to pull information from far deeper into candidate profiles than their legacy system. 
* **Usable Mobile App**: Unlike past experiences where mobile simply provided a view of the ATS, the team was excited to be able to take action in Ashby’s mobile experience. A quick action could be taken while on the train. 
* **AI-Powered Filtering**: Given Taylor’s hiring strategy prioritizes outbound candidates, using [Ashby’s AI-Assisted](https://www.ashbyhq.com/ai) Application Reviews allows his team to much more efficiently sift through inbound volume and use the saved time in outbound outreach. He specifically cited using the feature to surface the 15 best profile matches and save time reviewing 500+ applications. 
* **Data-driven Visibility**: January’s team moved from reactive to proactive hiring strategies, and closed four open roles within the first 30 days of implementation.
* **Faster Scheduling**: January's team leveraged Ashby’s Knowledge Base to master Ashby Scheduling in less than a week. The team immediately saved several hours of time with scheduling automations.

In a recent [Talent Trends Report on Recruiting Coordination](https://www.ashbyhq.com/talent-trends-report/reports/recruiting-coordination#scheduling-with-ashby-can-help-schedule-candidates-~1.5-day-faster-than-legacy-atss), we analyzed 5.1M interview events to better understand how much time teams using Ashby Scheduling features are saving. The analysis matched January’s experience, highlighting how Ashby can help schedule candidates 40% faster than legacy tools. 

![Save ~1.5 days scheduling interview on Ashby compared to Legacy ATSs](/customers/stories/scheduling-with-ashby-can-help-schedule-candidates-~1-.5-days-faster-than-legacy-atss.png "Scheduling with Ashby can help schedule candidates ~1.5 days faster than Legacy ATSs")

## Impact: An Easy-to-Use System Ready for Scale

January implemented Ashby in a matter of days, onboarding quickly with Ashby’s High Touch Customer Success team.  Taylor’s previous experience implementing Ashby assured him that January was choosing a partner that brought long term affordability and dedicated support. He quickly saw the transformative impact of Ashby’s more recent innovations, especially to everyday productivity.

> “For the recruiter who makes the pitch to buy Ashby and migrate to it, I expect 99 times out of 100, it’s going to be a big hit and that will probably score them some points. And that’s not even using the tool — just identifying it exists and bringing it into your company.”
>
> – Taylor Roa, Head of People and Talent

As the team continues to grow, Taylor is excited that Ashby comes built-in with functionality that he’ll need in future stages, including functionality like Quality of Hire and Recruiting Planner. As additional stakeholders get added, he’s confident Ashby will scale with the team. 

> “It’s not that they built it for recruiters or they built it for founders or they built it for hiring managers. I think every user of the tool has different needs, and every one of those users is satisfied with what they get in the tool. I’ve never seen an ATS that accomplishes that.” 
>
> – Taylor Roa, Head of People and Talent

Ready to scale your startup with Ashby? [Request a demo today](https://www.ashbyhq.com/request-demo).

January transforms the lives of borrowers by bringing humanity to consumer finance. Their data-driven products empower financial institutions to streamline collections, providing borrowers with straightforward and compassionate solutions to regain financial stability and control over their lives. 

January

Beth Davis

Why January Chose Ashby to Scale Hiring from Series B and Beyond


When you speak to Marqeta’s recruiting team, it’s immediately obvious that they have a sophisticated hiring process and know how to think about scale. That’s why, when Stephanie Baysinger joined as their Director of Recruiting Operations, she wanted to invest even more in infrastructure to clearly visualize their candidate and pipeline data.


Since its founding in 2010, Marqeta — the global modern card issuing and open API platform — has grown to support 39 countries, issuing over 500 million cards, and has over 800 employees. Their flexible payment tools were built from the ground up to empower innovators, creatives, and visionaries to launch and scale world-class payment experiences. To keep up with their growth, they were in need of some seriously powerful recruiting tools.

## Creating a complete picture of candidate and pipeline data

When Stephanie joined Marqeta the team had just implemented Ashby Analytics, and she soon found it key to her onboarding.


> I was able to get an understanding of our market, our activity, and the behaviors of our recruitment and interviewing teams within the first week, without actually having to roll my sleeves up and build from scratch. It plugged directly into our ATS and gave me much more dynamic information. I was able to make an impact much faster.



Marqeta’s talent team members had tried various ATS and analytics tools, but they were still seeking a tool that would provide them the customizability and quality of data they needed. In Ashby Analytics, the team found a tool to give them the top-quality data organization they needed, and was blown away by how easy it was to use.


> The learning curve took me only about two weeks. The way that Ashby is built creates a really low barrier to entry for someone who needs to run analytics for their team.“



Part of that easy onboarding was thanks to Stephanie’s onboarding partner – someone with a background in recruiting, just like her.


> This is one of the first tools that I've worked with as an ops leader where I have a support partner who actually knows my world so deeply. They already know what kind of insights are important to me and my team – and they help us surface them in an instant and scalable way.

## Supporting informed pivots and better candidate outcomes using Ashby Analytics

With Ashby’s arsenal of pre-built templates, reports, integrations, and alerts, Stephanie is alerted to anomalies quickly, and able to access and share the information easily across the company.


> I don't have to start from scratch with Ashby, I can go into pre-made templates and reports and start from there. I can build reports in a way that I can see a bottleneck visually on a screen. I can take screenshots of those reports and send them directly through Slack... When someone on our leadership team has a question, I send a link to an Ashby dashboard. It really breaks through the communication barrier and time to get to action.



The new analytics tool didn’t just support the clean up of the candidate and pipeline data. It offered insights and visualizations that allowed Stephanie and the talent team to optimize process and pivot where necessary.


> The pipelines in Ashby gives me a bird's-eye-view of what's going on across the recruitment team at any given time. We're now constantly evolving by implementing new changes on a sometimes weekly basis, based on the information that's coming in through Ashby.“

## Real time insights to track 2022 growth

Thanks to the data insights from Ashby Analytics, Marqeta has been able to save time and money. Stephanie and her team are able to find the data they need and make sense of it all on their own, saving hours of manual effort. The full recruiting team now uses Ashby Analytics to dial in on optimizing Marqeta’s recruiting process, even as they grew 25% in one year.


> They're focusing on the most important parts of the business, which is creating a fair, consistent, enjoyable recruitment process and not worrying about spending hours cutting data for their team. They can just trust the data that's available to them through Ashby.



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

Ashby Analytics gave me confidence in presenting data to our recruiting team

How Marqeta Doubled Their Data Visibility to Improve Pipeline Management, Candidate Experience, and the Speed of Business with Ashby

## The Best ATS solution in Brenda’s 16-years of recruiting

Monte Carlo's data-focused company DNA comes through in how their recruiting team operates, and when speaking to the team it becomes clear that their operational focus is a core ingredient in driving tight candidate loops and ultimately high candidate conversion.

Monte Carlo is a Series D data observability company helping its customers accelerate the adoption of data to eliminate downtime. The company is in the process of defining a new category of products and is already supporting companies like jetBlue, OpenTable, Pepsico, and Sofi.

Leading employee growth for the company is Brenda Tern, a highly regarded TA leader with 16+ years of experience at top global brands.

> “We chose Ashby because we wanted a tool that would support us to run a strategic and operationally focused recruiting organization. Monte Carlo is at the cutting edge of data – and so being able to have realtime and reliable visibility over our full hiring process is critical. With Ashby we have both all the data we need to make informed decisions, and a consolidated solution which saves my team and I a lot of time while being much more enjoyable to use. It is 10x better than any of the legacy tools I have used in the past”

## Implementation was seamless and the Ashby team supported every step of the way

Ashby took 1-month to implement and was described as the fastest and easiest implementation in Brenda’s career to date.

> “Implementation took about 30 days from commencement to completion. In that time we worked with Morgan, our customer success manager, to set up our job plans, reporting dashboards, and ensure our workflows were set up to scale. The outcome is a clear process, a consistent and world-class candidate experience, and huge time savings for me and my team.”

Training new recruiters takes 2 hours of Brenda’s time. In previous roles it often would take days and sometimes several weeks.

> “Ashby feels more like a partner than a vendor. I am able to onboard new recruiting managers in 2 hours. Because the documentation and the customer success team is so great, I know that they can scale without a lot of my time. This gives me time back to focus on optimizing our overall processes and more strategic recruiting goals.”

## Ashby is saving the Monte Carlo’s Recruiting Team 20+ hours every week

Since implementing Ashby, Brenda’s team is saving 20+ hours each week on sourcing and scheduling alone.

> “By leveraging Ashby’s scheduling tool and Chrome extension for sourcing, we are saving 20+ hours every week. This time saving is also improving the lives of the team as they have more time to focus on high value strategic work and delivering a great experience.”

## Ashby’s analytics are making it easier to implement and optimize best practices

The team is now able to report and optimize on hiring outcomes and pipeline on a weekly basis, rather than quarterly. This enables them to make recommendations to hiring managers and leadership that is backed by data vs. anecdotes.

> “I’m most motivated as a recruiting leader when we’re hiring great candidates and my team is getting lots of wins on the board. With Ashby we are able to track where these wins are coming from and scale them, while also exposing gaps or training opportunities much faster. This paired with the ability to make changes at job plans levels vs. individual roles means we optimize our processes faster.”

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

Monte Carlo

How Monte Carlo Implemented Ashby In 1-Month And Is Now Saving 20+ Hours Per Week With An Improved Recruiting Manager And Candidate Experience

Multiverse is a new tech-first institution that combines work and learning to deliver equitable access to economic opportunity for everyone. This forward thinking is embedded in every function, particularly how they recruit colleagues to join the Multiverse team. 

When Veronica Salcido joined the team to lead talent acquisition, she knew that amidst a changing TA landscape, shifting recruiter priorities, and emerging technology that she needed to leave behind the playbook she’d been using and instead build for the future of recruiting.

> “When I first joined they asked, ‘when are you implementing \[legacy provider]?’ That’s yesterday’s ATS; I’m looking for the next ATS that meets our needs and will grow with us. A big part of selecting Ashby was throwing out the ‘book’ of how I’ve done recruiting for almost two decades. If you’re still recruiting the same way and bringing in an old blueprint to new organizations, you’re probably not thriving.” 
>
> — Veronica Salcido, Head of Global Talent at Multiverse

I caught up with Veronica to reflect on this decision made so early in her tenure at the company and how it’s played out in the time since. 

## Problem: A Broken Status Quo

In those first two decades of her career, Veronica experienced a number of challenges building and growing talent acquisition teams. Some notable ones:

* **Difficulty retaining coordinators**: She found that relying on large coordination teams made it tough to retain talent who’s core role was about scheduling. Starting out her own career as a coordinator, Veronica knew there had to be a more fulfilling way to define these roles and structure her organization.
* **Reset in market stability**: Quick shifts in TA have become the norm. Veronica wanted a culture of agility that allowed Multiverse to remain nimble and make changes without it feeling abrupt or reactive. 
* **System-centric operations**: Rather than being limited to the capabilities of the former ATS’s she had experiences with, Veronica wanted to design processes with the candidate in mind versus the tool in mind. In her own words -

> “Traditionally we used to build with the system in mind; What can the system do? This was not candidate-centric, not user-centric. One of the things we really enjoy about Ashby is the customization that allows us to build with our end user in mind. We think about the candidate journey and where Ashby can help build for it. We feel very confident we can build the experience we want without worrying about the capabilities of the system."
>
> — Veronica Salcido, Head of Global Talent at Multiverse

## Solution: A Lean, Powerful Tech Stack

Veronica’s [first decision as the new head of TA](https://www.ashbyhq.com/customers/hackerone) was to select the ATS. She found Ashby culturally aligned around personalization, progressive features, and overall minimalist approach to a tech stack she desired in such a busy space. 

> “It’s the first ATS I’ve ever been impressed with. We were looking for an innovative partner that was looking to build the future of talent acquisition, not one stuck in the way things had been done 10, 20 years ago. And in switching to [Ashby All-in-One](https://www.ashbyhq.com/growth) I got rid of a lot of vendors we no longer needed, so that made me look absolutely brilliant to my finance team.”
>
> — Veronica Salcido, Head of Global Talent at Multiverse

Using Ashby since 2022, Veronica has had the tools to match the sophisticated approach her talent team has taken at Multiverse. This has come to life in a number of ways.

### 1. Quick Turnaround on AI Functionality

Ashby’s [AI Tokens](https://www.ashbyhq.com/product-updates/ai-features-in-ashby) have enabled the Multiverse recruiting team to personalize their outreach at scale, which Veronica considers critical to attracting the top one percent of talent. 

> “Ashby has been able to continue to innovate with AI in ways that allows us to really customize our communication. The continued quick turnaround around AI features has been impressive and needed.” 
>
> — Veronica Salcido, Head of Global Talent at Multiverse

Veronica’s early adoption of the AI functionality is yet another way she keeps her team evolving with changes in the space. In analyzing the use of the AI Tokens specifically across the Ashby customer base, our findings already reveal there’s a considerable (~46%) lift in reply rate for campaigns using AI personalization (35.3% vs 24.1%). More on this can be found in our [Candidate Sourcing report](https://www.ashbyhq.com/talent-trends-report/reports/candidate-sourcing).

![](/customers/stories/reply-rate-with-and-without-gen-ai-1-.png)

### 2. Seamless Scheduling Functionality

Ashby’s built-in scheduling features massively reduced the level of administrative work required by the Multiverse team. This opened the possibilities of building a new age recruiting team and making the work of coordinators more purposeful and fulfilling with higher level strategic challenges. 

> “With Ashby Scheduling, we get to think really creatively about our recruiting function. We’re very, very intentional about our white glove service and where we’re going to have those important, human touch points. It also aligns with the mission of Multiverse and is the mindset of, let’s give people a meaningful career path that isn’t just scheduling. How do we in four to six months of them being in seat get them to hop, skip, or jump to a bigger recruiting challenge?” 
>
> — Veronica Salcido, Head of Global Talent at Multiverse

### 3. Data Access the Execs Love

With multiple business units to support, the Multiverse talent team uses Ashby to build a custom recruiting process for each — such as having a process for hiring Sales Executives that is different from the process built for hiring engineers. The true magic from Veronica’s perspective is that even with deep customization, Ashby still allows access to automatic global metrics. 

> “Ashby is the first ATS where I can customize a lot of fields and still produce metrics — all without having to layer on another data visualization tool. A lot of the time, a lot of data doesn’t mean a lot of meaningful insights. I love that Ashby’s been built in a way where we can make decisions without sacrificing custom workflows or data integrity. I have so many quotes and emails from our senior leaders commenting on how our team is using more data than ever and loving our data-driven approach. And it’s because of Ashby.”
>
> — Veronica Salcido, Head of Global Talent at Multiverse

![](/customers/stories/ashby-analytics.png)

## Impact: Remaining Steadfast in a Changing Environment

In reflecting on where her team is today, Veronica kept returning to the importance of being agile amidst all the changes in talent acquisition. Rather than a team that is constantly reacting to thrash or worrying about keeping everything in their control, she has one that plans for future change. 

> “Change is the only constant in TA right now, but if we can have really nice [operational efficiency](https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework#pillar-2:-operational-efficiency), we can quickly shift gears and it doesn’t feel like we’re on a roller coaster. Instead it feels like we built a really smart, strategic team that can shift and change with the business. That’s how we become a critical and valuable asset. We see the resets in the market as opportunities to examine efficiency and be creative. In summary, Ashby has given me and my team the opportunity to look absolutely brilliant.”
>
> — Veronica Salcido, Head of Global Talent at Multiverse

## Futureproof Your Organization with Hiring Excellence 

Veronica visualizes her recruiting strategy as building a house. From a strong, multi-layered foundation to strong scaffolding, her vision for talent acquisition matched our Hiring Excellence Framework so strongly that she spoke to her excellence journey at the annual Ashby Keynote. Hear it all in her own words.

<iframe width="560" height="315" src="https://www.youtube.com/embed/-2sekdEgPqs?si=35Xqcr-f7Cy5PUhU" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" referrerpolicy="strict-origin-when-cross-origin" allowfullscreen></iframe>

Ready to unlock the future of recruiting at your organization? [Request a demo](https://www.ashbyhq.com/request-demo).

Multiverse

How Multiverse Uses Ashby to Recruit Top Talent with AI, Scheduling, and Powerful Data

Notion is a powerful productivity app that enables team alignment with notes, wikis, and project planning in a single intuitive space. Household names like Pixar, Amazon, and Nike rely on Notion every day.

  

Behind Notion is a team of nearly 500 incredible people, with over 200 joining in the past year. To maintain a high talent bar while enabling this rapid growth, Kate Taylor, Head of Talent, and Cuyler Hirata, Head of Recruiting Operations, have been developing deeply thoughtful data-driven strategies.


> “Ashby Analytics has helped the effectiveness and efficiency of our hiring, both for individual recruiters and at Notion as a whole. The team uses Ashby to understand and articulate the value they’re driving for the company. The team has become more confident with data, they’re better communicators with hiring managers, and they’re able to hold themselves accountable to goals and productivity targets.” – Kate Taylor


> “We use Ashby to improve the data literacy of the team by equipping recruiters with real-time and reliable access to their pipeline. The team can see for themselves how they’re tracking on progress-to-goal and it sets them up to have data-driven conversations with hiring managers about progress on specific roles. Ashby has helped our team to become powerful storytellers and better recruiters.” – Cuyler Hirata


## Uncovering powerful insights – without the full data team

Before Ashby, the Notion team had tried other legacy solutions that demanded significant support. Ashby helped them get rid of that barrier with real-time, reliable self-serve reporting.

  

> “Using [Legacy ATS] for analytics is so inefficient. Prior to adopting Ashby, pulling reports was very slow and technical because we needed data engineering support to build out visuals. When I started using Ashby my productivity exploded. The ease of self-serving data and the ability to remove that technical involvement has seriously accelerated our hiring process.” – Cuyler Hirata

  

Instead of jumping the app chasm every time they needed to do something, the Notion team found that Ashby Analytics could help them access data insights effortlessly.

  

> “In every successful business, you become much more data-driven over time. With Ashby, I know I can answer any question leadership has for me. I can build and run the report myself in minutes, and the visualization of the data helps me instantly and clearly tell the story. The ability to communicate with leadership this way makes me a better TA leader and shows our C-Suite the value we’re delivering to the business.”– Kate Taylor

  

Armed with an easier-than-ever analytical system that visualized the data they wanted, the Notion team was able to set their goals even higher.

  

> “Leveraging our historical data to accurately project capacity and timelines enables us to confidently set and commit to more ambitious hiring goals than we would otherwise be able to.” – Kate Taylor

## Using Ashby as a goal-setting roadmap

  

With Ashby’s help, the Notion team started tracking new metrics that had previously been unavailable to them.

  

> “Candidate experience survey data is huge. We weren’t able to track it on an individual level before. Now we can automate those surveys and tie it back to applicant metadata and aggregate DEI data, which is so helpful. We’ve also found that Ashby’s UX is better for candidates so we see higher response rates” – Cuyler Hirata

  

Moreover, they were empowered to drill deep into metrics that had once been basic.

  

> “It’s so valuable to know not just our pass-through rate, but to see that split by department, level, hiring manager, and team. There are so many filters we can use to get so granular. Ashby finds issues for us, like a map that guides us to where we need to deep-dive.” – Kate Taylor

  

In Ashby Analytics, the Notion team can find areas to improve, like more interviews at earlier stages or new expectations to set based on prior time-to-fill. They can even point out what once would have been “soft” data, like a Hiring Manager needing more calibration or an interviewer who consistently improves candidates’ experiences.

## Enabling RecOps to move 2x faster while improving team insight, morale, and productivity

Kate and Cuyler were Ashby fans from day one. Once they saw how powerful the tool was, their team quickly joined them.

  

> “Ashby enables me to move 2x faster than I could relying on manual data processes, and it helps me focus the team where their attention is needed most. The team loves the alerts and the Slack integration. We don’t have to babysit our candidates because Ashby sends us alerts when something needs our attention. Nothing goes longer than three days without a response, which has been amazing for our candidate experience and our recruiters focus and productivity. The number of applications waiting for a review at any given time has dropped by over half. It’s saved us so much time and effort.” – Cuyler Hirata

  

The Notion TA team meets biweekly to examine Ashby Dashboards and discuss progress towards their goals. With legacy tools, these reports would have taken days of work and multiple team members to access. But now a task that once took hours and now only takes ten minutes, especially because the team has personal dashboards to keep tabs on their pipelines between meetings.

  

> “We have a number of dashboards set up on autopilot, which lets us proactively communicate candidate pipeline, progress-to-goal, and any data anomalies that require attention, without any incremental work on my part. That way I can focus on strategic projects, process improvement, and ensuring our recruiters and hiring managers are really well positioned to run an efficient and equitable hiring process.” – Cuyler Hirata

  

There’s another big team benefit to Ashby’s Alerts, too:

  

> “Whenever a candidate is marked as hired, there's a notification sent to our team. It’s huge for morale to highlight and celebrate offers accepted.” – Cuyler Hirata

## Strategically growing by >50% in 2 years – with more on the way

When Notion started using Ashby, they had 200 people on their team. In two years, that number has more than doubled. But not a single person was hired for the sake of growth alone.

  

> “Our founders are very focused on quality over volume, and Ashby helps us add quality to the funnel. I can answer questions about DEI, progress towards goals, and future recommendations as soon as I’m asked. Our founders care a lot, and it’s so helpful to be able to show exactly what they want to see. It truly elevates the TA team within Notion.” – Kate Taylor

  

Kate and Cuyler also believe that the best is yet to come.

  
> “Prior to Ashby, we were operating on reactive reporting. Ashby’s self-serve data freed up time to focus on getting ahead and being more proactive. We can be so much more strategic and surface insights ahead of leadership’s asks. Ashby has allowed us to move along that reporting analytics journey, and we’re moving to functioning on a truly predictive level.” – Cuyler Hirata


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

How Ashby Analytics Enables Recruiting At Notion – Better Headcount Planning, Accurate Goal Tracking, And A More Efficient Team

PostHog was looking for a way to communicate their one-of-a-kind culture to job applicants by customizing every step of their hiring process. This goal was a great sign of their culture itself, as PostHog is a company all about solving their own problems.

An open source analytics platform, PostHog is used by product, engineering, and marketing teams to understand user behavior. Their suite of tools includes product analytics, session recording, user paths, A/B testing, heatmaps, and more. This extensive toolkit system, founded in 2020 when their founder wanted a more complete analytics product, has since been installed by over 10,000 companies. 

As their Lead Designer, [Cory Watilo](https://www.linkedin.com/in/corywatilo/) wanted the flexibility to create a careers and application page that reflected PostHog’s unique culture. Unfortunately for Cory, the recruiting team’s legacy ATS would only link out to external job hosting sites.

> “As the web designer, there was only so much we could do with our legacy ATS provider. We had a slick careers page where you could learn about the company. But when we shared a link to a specific job post, the entire brand experience was lost because it was hosted by our ATS, so we had no control over the look and feel. It was a lost opportunity to “spark joy” and sell the candidate on our culture, and resulted in the wrong candidates coming into the funnel.”

That’s when the recruiting team let him know they were switching to Ashby. Cory’s initial stress at having to switch platforms gave way to joy when he discovered that Ashby’s Open API and comprehensive documentation would let him build the careers page he’d been dreaming of.

> ”I found the API and thought: Wait a second… seems like we could do some very interesting things here! We're always trying to 10x what we do, and Ashby was trying to 10x recruiting, which I'd never seen before.”

Cory had a clear list of must-haves:
- An API with complete customization
- The ability to set a custom, sharable thumbnail image for each role
- Ability to host each job posting on their website with full personalization of each role
- A place to integrate parts of PostHog’s company handbook on job pages

Ashby gave him everything he was looking for – and more. Cory could ease in and start with an Ashby template to design a job description and application, and then forge his own path, designing exactly the job page and application that he wanted to see. He could easily list a salary range, or he could embed PostHog’s salary calculator into the page. He could even supplement job descriptions with information specific to the role – like timezone requirements, the people the candidate would be working with, and typical tasks for the given role. As the cherry on top, Cory could customize the post-application experience with a promo code for free company merch.

>”Looking at Ashby and seeing the API and finding out about custom fields, I thought to myself, I wonder what we can do to bring all this other content we've invested in around our website, directly into the flow that's most likely going to be seen by our target candidates. I'd much rather have all this info in job descriptions and on our careers page rather than linking out to a third party. Ashby gave us the opportunity to completely own our end-to-end candidate experience. In the end – even if we don’t hire a candidate – we want them to remember the experience as a positive one. Now that we have Ashby, I think we’ve accomplished that goal.”

[Learn more about how Cory designed PostHog's knockout careers page.](https://www.ashbyhq.com/downloadables/posthog-career-page.pdf)

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.

PostHog

How PostHog Leveraged Ashby’s Open API To Build A More Branded Experience

When you’re hiring as rapidly as a company like Ramp, the last thing you want is an ATS that creates friction in the hiring process. We caught up with Ramp’s Madison Eastman, formerly in People and Talent, and David Kwon Yi, Senior Technical Recruiting Manager, to discuss the ways in which Ashby enables speed and [operational efficiency](https://www.ashbyhq.com/hiring-excellence-framework#pillar-2:-operational-efficiency). 

## Problem: Disconnected Data Hindering Mobility 

In thinking over whether or not to migrate from their legacy ATS and sourcing tools to [Ashby All-in-One](https://www.ashbyhq.com/growth), Madison and David shared a few considerations that were top of mind.

* **Detached Data**: With sourcing data in one tool and interview data in another, Ramp struggled to pull a complete picture of candidate passthrough rates. 
* **One Size Fits All**: Ramp’s various recruiting pods wanted a process that molded to their unique needs but were forced into the one model their former ATS was designed around. 
* **Routine Friction**: For a team with high volume hiring, the day-to-day friction that tasks in their former ATS created made hiring feel like a chore for hiring managers. 

Ramp was instead looking for a recruiting solution that would provide visibility into core hiring metrics, allow for flexibility and customization, and fit more seamlessly into their existing workflows across the organization. 

> “Our engineering recruiting team is really focused on hiring the best engineering talent. That means a lot of patience and adjusting our processes when needed. Our engineering hiring managers are super involved in making sure we’re hiring the right people, and that’s where we need an ATS that supports a difference in process.”
>
> — Madison Eastman, Former People & Talent at Ramp

One example of the mentioned differences in process: Ramp’s talent team previously lacked the ability for multiple recruiters to share one funnel as well as an easy way for all engineers involved in interviewing to have full visibility into the history of a candidate with us.

## Solution: A Customizable ATS That Molds To Your Needs

After already using [Ashby Analytics](https://www.ashbyhq.com/analytics) as an add-on to their previous ATS, the Ramp team decided to migrate their full talent stack onto Ashby. Beyond the ability to consolidate their data into one source of truth, they wanted improved visibility, control, and automation of key components of their individual workflows. 

### 1. Full Pipeline Visibility

In any given quarter, technical recruiters are consistently responsible for engineering pipeline sourcing. Hiring at this volume while delivering a great [candidate experience](https://www.ashbyhq.com/talent-trends-report/reports/candidate-experience-surveys) and having reliable data as candidates moved through the funnel is critical. 

> “My favorite thing about Ashby is the actual visual of the pipeline and custom alert capabilities. You can actually see who the leads are and know if the sourcing we tried works. On one end, we can very easily see where people are in our email sequences, who is just sitting there, or who we haven’t touched yet. On the other we can see what the active pipeline looks like — who has been scheduled? Who is awaiting feedback? Before we had to click through every single candidate.” 
>
> — Madison Eastman, Former People & Talent at Ramp

![](/customers/stories/example-active-pipeline-ashby.png "Example view of active pipeline in Ashby ")

### 2. Enabling [Continuous Improvement](https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework#pillar-1:-continuous-improvement)

Ramp’s talent team overall stands out for their ongoing commitment to optimizations and process improvement. For team members like Madison and David, seeing the immediate impact of their experiments is critical.

> “We love trying new recruiting strategies. So if we, for example, are trying something new with outreach, we want to see how that flows through the whole pipeline. Before we had our (sourcing point solution) data and (former ATS) data separate, which meant I spent 50% of my time pulling and making sense of data. Now hiring managers and recruiters have passthrough rate data available to them right on the job, saving us tons of time and making everyone involved more data-oriented.”
>
> — Madison Eastman, Former People & Talent at Ramp

### 3. Advanced Evergreen Hiring

Oftentimes, ATS’ optimize for net new job postings over evergreen hiring cycles. To reach their ambitious targets of hiring the top 1% of engineering talent, Ramp needed Ashby to customize their recruiting process to their hirings needs. 

> “Sometimes we reject an engineering candidate who got all ‘yes’ at onsite. Even if we aren’t moving forward, Ashby has made it easy for us to go back into this historical data and have our sourcers build a list to reach back out to. We’ll even pull lists of engineers who rejected us and look at where they ended up to evaluate if we’re looking at the right talent. Did they go to a company we admire?”
>
> — Madison Eastman, Former People & Talent at Ramp

David added that this historic and connected data allows them to dig into the most granular level of insight to inform proactive outreach. This sophisticated approach to evergreen roles sets the Ramp team apart.  

> “Even as detailed as — say we spoke to a Joe Smith last year and didn’t hire that person because their technical communication was one mark off of what we felt comfortable with. With Ashby, we can look at all the folks who scored similarly to Joe, draw a big list, and reach out to them all again to see if that competency improved upon. With other ATS’s that aren’t that robust, the ability to draw that data and work off of that data was not possible.”
>
> —  David Kwon Yi, Senior Technical Recruiting Manager at Ramp

![](/customers/stories/ashby-openings.png "Ashby allows you to assign multiple openings to a single job — simplifying evergreen hiring")

### 4. Customization That Powers Hiring Velocity

Growing from 500 to 700 employees from just August 2023 to January 2024, the pace at which Ramp is hiring requires an ATS that feels effortless. 

> “Ashby’s ATS feels like an extension of ourselves, almost like a third arm. Using it on a day-to-day basis, you just don’t realize how powerful Ashby is until you take a step back and think, man, what was I using before? Being able to work and operate smoothly without actively thinking about it has been extremely helpful.”
>
> —  David Kwon Yi, Senior Technical Recruiting Manager at Ramp

Ramp’s engineering hiring relies on screening for a set of competencies, which at high volume can become difficult to navigate. Ashby’s ability to create customized lists from how engineers scored on competencies, [cater feedback forms](https://www.ashbyhq.com/talent-trends-report/reports/candidate-experience-surveys) based on that rubric, and help hiring managers with built-in application reviews all contributes to Ramp’s hiring velocity. 

> “Ramp hires based on archetype, meaning beyond pedigree we look at personalities and see what sets an engineer apart from the ten-thousand others that apply. Ashby’s powerful features allow us to create customized application screening questions whether a high volume or low volume model. This allows our top of the funnel to move a lot faster.”
>
> —  David Kwon Yi, Senior Technical Recruiting Manager at Ramp

Rather than an ATS task feeling like a chore, [Ashby’s Slack integration](https://www.ashbyhq.com/product-updates/scheduled-dashboard-delivery) helps their Slack-heavy culture receive custom alerts to get the information they need at the right time they need it. And with scheduling existing natively in the platform, coordination is no longer a bottleneck. 

## Impact: Accelerated Hiring, Candidate Evaluation & Hours Saved 

Beyond the tangible savings on time (Madison previously spent 50% of her time simply pulling data to make sense of pipeline), Ashby has empowered Ramp’s team to make nimble yet informed decisions. The platform itself has been straightforward to understand for recruiters and hiring managers alike.  

> “It’s built so that it’s not only easy to use, but it allows us to just increase our throughput and move a lot faster — especially in a startup where velocity is key.” 
>
> —  David Kwon Yi, Senior Technical Recruiting Manager at Ramp

These benefits compound over time and in totality have caught the attention of stakeholders across the organization.

> “When we first launched Ashby, I sent my CSM Morgan all these screenshots from all the positive feedback we heard just from launch. Our executive team — especially our CTO — couldn’t believe that an ATS could be this good. Nobody liked (former ATS) but now they actually wanted to be involved and use the ATS.”
>
> — Madison Eastman, Former People & Talent at Ramp

## Ramp’s Hiring Excellence

Madison spoke at Ashby’s 2023 Keynote to share how [operational efficiency](https://www.ashbyhq.com/hiring-excellence-framework#pillar-2:-operational-efficiency) and stakeholder engagement improved since the team adopted Ashby. Hear her three minute success story below.

<iframe width="560" height="315" src="https://www.youtube.com/embed/m1wIxxcEaWw?si=Wr0T7WCL63mnM797" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen></iframe>

Interested in how Ashby can help level up your technical hiring? [Request a demo](https://www.ashbyhq.com/request-demo).

Ramp

How Ramp Rapidly Hires Top Technical Talent with Ashby

Like the conifers they’re named for, Sequoia is serious about growth. For over 22 years, they’ve helped thousands of clients get their total rewards experience right. As a company so well-informed about long-term growth, they take their hiring process extremely seriously. According to Kate Fahy, Sequoia’s VP of Talent Acquisition, that’s resulted in a hiring process that is as intentionally rigorous as it is innovative.

  

>”Quality of hire is the most important thing for us. We need the right people in the right roles, so we put a lot of focus on creating a high-quality process. Time-in-process is less important to us than making sure we’ve asked all the right questions and knowing that we’ve found a true fit.”

  

To that end, Sequoia’s Talent team uses skills assessments for every single role, seeking to get the best sense possible for each candidate’s skill set. It’s a method that takes time, but produces incredible results.

  

With a heavily data-driven hiring process, standardizing measurement and iterating for the future was crucial to Kate and her team.

  

>”We were using [legacy tech stack], and we just didn’t have robust enough reporting in place. Our data collection was still very manual, in spite of having these tools. It took hours to find anything we needed insight on. We wanted to iterate and learn from our mistakes, but we couldn’t do that with the nuance we wanted.

  

Sequoia required a new tool that could help them achieve their unique goals and fulfill in-depth data needs. That’s where Ashby came in.

  

## Developing a more powerful process, saving 20+ hours per week

  

After implementing Ashby, Kate and her team started seeing improvement right away, gaining back days’ worth of time.

  

>”Ashby opened up a whole new way to use data and to understand it better. We could press a button and see all the visualization we’d been missing right away instead of spending all day trying to dig it out of the data.

  

Armed with the data of where their processes found the most success, Sequoia’s TA team increased their quality of hire as well as their own quality of life at work.

  

>”We’re so much more organized. With [legacy tools], we needed a custom report for everything, and the system looked out of control. The different options Ashby has for reconfiguring data means it never does that. I really enjoy how much control I have over my work and data environments. Our team has all the same information in the same place, and we’re marching forward as one cohesive unit.”

  

## 13% new hire attrition and 32% referral hires – powered by the data to support a groundbreaking methodology

  

The Sequoia team is always looking for new ways to innovate and scale, and their Talent team is no exception. With the data unlocked by Ashby, Kate proposed a radical new approach to hiring, one that eliminates inbound.

  

>”Ashby could show us where our best hires were coming from, and we were finding that over 70% were sourced or referred. So, we changed our focus to what we could prove worked for us. I’m proud to say we’re ending the year at 32% of hires from referrals – an industry best.”

  

Their improved sourcing process has resulted in a much higher level of candidate satisfaction. Attrition plummeted over a six month period, proving how new hires better matched Sequoia’s needs, culture, and values

  

>”Our new hire attrition is down to just 13% – we’re able to dial in on candidates who are a great long-term match for our culture and for the role. Ashby has shown us so much more information about our pass-through rates, and what we're finding is that a lot of these candidates are more aligned to the mission of the company.”

  

And in spite of the increased time sourcing, Kate reports that eliminating inbound and manual reporting has given her team back more time than they ever expected.

  

>”There’s been so much efficiency gained now that we’re doubling down on the channels that we know are yielding the most value to us. We’re spending more time prospecting instead of wasting 20+ hours a week doing things that don’t work. Call activity increased, because our recruiters felt more motivated to spend more time with candidates instead of doing administrative tasks. All of that came about simply because I was looking at Ashby noticing the source of hire and where we were seeing the greatest amount of success.”

  

Kate and her team never would have known that this was the method for them without Ashby’s powerful reporting tools offering them more insight than ever before.

  

## Taking control of the talent narrative

  

With their new process improvements behind them, Sequoia is moving ahead with more sophisticated hiring goals than ever before.

  

>”We’ve used Ashby’s planning tools to set next year’s goals. You put in the target number of hires, then pull historical pass-through rates to see a realistic outlook of how to make those hires. We know exactly where our team will spend their time, and we’ve designed the team’s capacity to match.”

  

With planning so airtight and their reports so sleek, Kate’s team looks amazing every time Sequoia’s leadership sees their work.

  

>”Things that used to take hours of manual number-crunching are now at our fingertips. It’s so powerful as a TA leader to be able to make everything look so professional. The level of internal respect we now have is unmatched.”

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

How Ashby Helped Sequoia Double Referrals and Lower Attrition While 10x-ing TA Team Efficiency

Vanta is a security compliance business on a mission to secure the internet. In a hypergrowth phase of hiring up to 150 new employees per quarter, Vanta knew an investment in a nimble recruiting tech stack that allowed their team to hire both quickly and thoughtfully was critical. Consolidating four point solutions into Ashby All-in-One was a key step towards operational efficiency and [hiring excellence](https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework).

- - -

## Problem: Stagnant Stitching of Multiple Systems 

Even in the earliest days of Vanta, the team at large — from the CEO to everyone on recruiting — was committed to a thorough and sophisticated talent process. Core pillars such as robust [structured interviewing](https://www.ashbyhq.com/podcast/episodes/art-science-importance-structured-interviews) and interview plans were adopted early. But as the team grew, new hiring locations were being added, and new role types were being scoped… a number of blockers began to emerge with their legacy recruiting stack. 

Switching between multiple systems, including a stagnant ATS, made it difficult for the team to add new variables to their recruiting process when there were already so many to juggle. 

> “I was in \[Legacy ATS] for nine years. It looked very similar nine years later and didn’t feel like there were substantial or impactful additions or iterations in the product.”
> — Liz Wagner, Talent Operations & Programs at Vanta

A number of triggers across the team signaled there was a need for a new ATS, from manual data pulling to lacking flexibility in how the system could be used to the constant context switching just to get one new role through the end-to-end hiring process. In shopping options, Vanta Chief People and Legal Officer Ari Shahdadi wanted to adopt a tool that was innovating on the product and enabled the team to be strategic drivers of the business.

- - -

## Solution: Customization at Every Step of the Recruiting Process

After hearing positive reviews from his own network, **Ari encouraged the team to migrate from using Ashby Analytics as one of four point solutions to Ashby All-in-One for their end-to-end recruiting stack**. Previous ATS’s Liz has worked with made work such as customizing data collection, expanding to a new location, or making simple adjustments in the hiring process nearly impossible. 

A task as foundational as adjusting job descriptions for the [compensation requirements](https://www.ashbyhq.com/blog/product/pay-transparency-feature-announcment) of a specific region required jumping through multiple hoops, an exciting step now on the roadmap to implement. With a goal as ambitious as 100+ new hires a quarter, the team needed a system that could move at their pace. 

> “We can do it all with Ashby. Without switching and punting candidates between four different tools, we can now hire for the diversity of the roles we’re opening with a far more simplified recruiter experience. This allows us to become more specialized in our recruiting and build trust in our team without any of the previous friction in operations.”
>
> — Liz Wagner, Talent Operations & Programs at Vanta

### Custom Surveys

This love for customization in Ashby extends to both Candidate Experience Surveys and [Hiring Manager Experience Surveys](https://www.ashbyhq.com/blog/product/hiring-manager-experience-surveys), both of which Vanta uses to continuously improve their recruiting efforts and uplevel the team. 

> “One thing that’s unique about Ashby surveys is how, again, everything is customizable. I like being able to edit the questions, remove a question, add another open text field, and ultimately capture the things we care about as an organization. We then cut the data by department and by recruiter, and pull out themes based on both the metrics and qualitative inputs. We use the candidate experience feedback to drive OKRs quarter over quarter and incorporate hiring manager feedback into recruiter quarterly performances.”
>
> — Liz Wagner, Talent Operations & Programs at Vanta

One tangible example Liz shares was from the [Candidate Experience Surveys](https://www.ashbyhq.com/talent-trends-report/reports/candidate-experience-surveys). After the team heard qualitative feedback around how well prepared candidates felt for an interview, an OKR was spun up around standard practices for pre-interview candidate prep briefs. Next quarter, the Vanta team will be able to compare changes in feedback around preparation from before and after this training was implemented. 

### Custom Openings

With an already elevated approach to headcount management, using Openings in Ashby unlocked headcount reporting capabilities that Liz has struggled to access at every organization she’s worked at — especially when hiring over 100 people a quarter. Before Ashby, Vanta was relying on manual inputs from recruiters weekly. This led to data entry errors and hours of wasted time recruiters could be spending on more strategic work. 

> “The customization with Openings (such as custom fields), my ability to pull everything into Google sheets, and my ability to report on progress has made Openings our source of truth. It has allowed us to build a headcount management process that’s trusted and reliable. Everyone can see what headcount we have, what’s been approved, what’s been filled, and it’s all automated which is really nice.”
>
> — Liz Wagner, Talent Operations & Programs at Vanta

### Custom Reporting

Starting as an Ashby Analytics customer before migrating fully to Ashby, Vanta was able to supercharge their reporting abilities once all steps of the recruiting process were connected through a single platform. Everyone across recruiting and leadership has visibility into the custom reports built for their needs, which are shared through Ashby alerts through both email and Slack. 

> “We can be creative to support our reporting goals in Ashby. The reporting is both broad and filterable; it’s nimble but self-service. I can put a dashboard in front of a recruiter and show 15 different cuts they can make for their department alone and get everything needed.”
>
> — Liz Wagner, Talent Operations & Programs at Vanta

- - -

## Impact: A Product that Grows with You

Fueling all the custom functionality is Ashby’s [product velocity](https://www.ashbyhq.com/blog/culture/product-velocity). For Liz and Ari, the unique combination of product development and prompt response rate of the Customer Success team has led to a pleasantly surprising relationship. 

> “I feel heard as a partner. I know you’re not building based on my feedback alone, but sometimes it feels like that! I share a pain point, and then a few months later it’s solved. It’s quite different from my experience with other ATSs. From the consistent follow up to the in-depth conversations, it feels like the product is developing with us. I can highly recommend it to my network and tell people, it will evolve with you.”
>
> — Liz Wagner, Talent Operations & Programs at Vanta

Ready to evolve your recruiting strategy with Ashby? [Request a demo today](https://www.ashbyhq.com/request-demo).

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