Ashby

Servus Munich! 🇩🇪 Last evening, Ashby & pplwise gathered an amazing group of Talent Acquisition leaders to dive into all things TA in Germany. It was inspiring to hear from our customers, roadsurfer & Checkly, on how they're leveraging our latest features like AI-Assisted Application Review in their workflows. We were also thrilled to have our co-founder & CEO, Benjamin Encz, share Ashby's origin story and give a sneak peek into what's coming in our next releases. A huge thank you to everyone who joined us: Andreea Chirilov, Christian Wastlhuber, Christin Walda, Janina Fritze, Jay Anna Harris-Theis, Jessie Schofer, Kathrin Holzfurtner, Kaylie Boogaerts, Lena Hollinger, Lucia Fontana, Oliver Krüger & Axel Sedlmeier! It was an incredible evening, and we look forward to more insightful discussions. and a special shout-out to Thomas Kohler for helping bring this great group together.

🤠 This week we joined local Talent Leaders and #RecFest attendees for breakfast with Talent Collective in the Music City - Nashville! We took headshots 📸 , we at a delicious meal 🥐 , and we got to meet our incredible community in real life: Jackie Gove, Dana Constantineau, Amy Johnston, Amy Arenz, Chris Nichols, Meghan Cantrell, SHRM-CP, Rhona Barnett-Pierce, Mike Peditto, Kasi Riley, Carrie Corcoran, Lauren Leone, Rocki Howard, Tatiana Miller, Tara Turk-Haynes, Bonnie Dilber, Nicky Russell, Michael Goldberg, Brian Fink, Brandon Jeffs, Mina Feuerhaken, Hebba Youssef, Monika Evje Special thank you to our team and the Talent Collective team for hosting such a beautiful event! Darcy Dobis Daashon Eldridge Shannon Ogborn 💫 Natalie Stones ✨ Krista Scarborough Tan ✨ Can't wait to continue our globetrotting to meet Talent Leaders all over the 🌐

👩🍳 🌟 Calling all TA Professionals! 🌟 👨🍳 At Ashby, we’re always looking for meaningful ways to connect with our community, whether it's a custom pair of sneakers or our latest initiative, the Ashby Community Cookbook. The project was inspired by our community’s shared love of food and gathering. During our customer interviews, we discovered that 70% of you enjoy spending your time around food – cooking it, sharing it, and creating memories with it. The book will include your favorite recipes, stories, and even a few good (and bad) TA jokes. All proceeds from book sales will be donated to charity. If you have a recipe that tells a story or brings joy to your table, we’d love to feature it. Submit your recipe here, and please tag anyone with a great recipe you think should be included: https://lnkd.in/eMHWizHB Let’s cook up something amazing together! 🍲👩🍳 #TAcommunity #Recruiting #AshbyCommunityCookbook #GlobalTACommunity

When executives plan new hires, is recruiting among the first to know? 🤔 JT Haskell, a seasoned talent leader, suggests that if you're not getting those early updates when someone gives notice, it’s time to reassess your internal relationships. With experience at companies like Pindrop, Zapier, Kraken Digital Asset Exchange, and Reddit, Inc., JT shares how to build stronger, strategic relationships with executives to positively influence capacity planning in the latest episode of #OfferAccepted. 🎙️ Subscribe to our newsletter to stay up to date on new episode releases and expert insights 👉 https://lnkd.in/gbPScqKg

🚀 New Feature: AI-Assisted Application Review in Ashby Today, we’re launching AI-Assisted Application Review in Ashby to help customers manage high volumes of inbound applications. Talent teams face the challenge of handling high-volume inbound channels while maintaining a positive candidate experience and dedicating time to high-touch recruiting activities. Our latest AI-powered feature analyzes inbound applications based on job criteria you define and indicates whether a resume matches your pre-defined criteria. AI-Assisted Application Review in Ashby enables you to: - Review your applicant pool more efficiently by grouping similar applications - Document objective criteria in your ATS and ensure consistency across reviewers - Improve inbound signal by surfacing top matches from large volumes of applicants - Reallocate time saved from inbound review to other high-touch strategies like candidate experience and sourcing We understand the importance of introducing AI-powered solutions responsibly to the talent community. Here’s what we’re doing to help teams confidently adopt this technology from day one: - Transparency in AI outputs: Easily view citations next to the AI analysis - In-product validations and warnings: Highlight criteria that may have potential for adverse impact (EEO, vagueness) - Third-party audits: Independent audits for bias and model inventory requirements - Automated candidate disclosures For a full product walkthrough and to see everything we’re doing to support responsible AI adoption see the blog post: https://lnkd.in/gVN94fFA. You can also check out Jim Miller’s post on best practices and insights for the future when using this method of application review: https://lnkd.in/g4GnkdYT.

Not all reporting is created equally. With their legacy ATS, the amo talent team was stuck pulling manual reports and fixing data discrepancies in order to share out updates. Since switching to Ashby, everything has become automated. Kristi Edleson uses Ashby to automatically send out two reports a week to founders and hiring stakeholders: 1️⃣ 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 that hold the team accountable to keeping the machine running. 2️⃣ 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.” Hear more from Kristi and how Ashby has improved founder<>recruiter relationships through data here: https://hubs.li/Q02P9gxn0

We’re thrilled to welcome Pave as a new integration partner! Pave is a leading compensation management platform, powered by real-time data, that helps companies benchmark, plan, and communicate compensation. Ashby's integration with Pave allows recruiters and HR teams to present visual, interactive offer letters to candidates, empowering them to more confidently communicate the value of a candidate's proposed compensation and increase conversion. Check out more from Pave here: https://www.pave.com/

🎊 You can now automatically notify interviewers when they've enrolled in or completed their interviewer training in Ashby! These new email templates allow you to inform interviewers of their training status at key points in the program. Instead of manually reaching out to update them on their progress and enrollment, Ashby will take care of that for you. Keeping interviewers informed about their progress helps them understand what to expect and complete their training. Read more about Interviewer Training as part of our Advanced Scheduling Automation Add-on here: https://lnkd.in/gn7JH24J

🧐 What has to be true to maintain outstanding candidate experience at scale? Complete buy-in. At 1Password, Lyndsey French French and her team approached the opportunity to revolutionize their hiring process by doing three key things: 💡 Engaging Focus Groups: Gather the pain points and challenges within teams, identifying gaps in the hiring process and skill sets. 💡 Create a Comprehensive Course: Integrate training into the onboarding process so every new manager and interviewer becomes 1Password certified. 💡 Regular Audits: Conduct regular audits to make sure everyone is completing their training. To hear more from Lyndsey on interview excellence, internal training, and more, check out our latest episode of #OfferAccepted with host Shannon Ogborn linked in the comments!

#hiringmanagers #AI #recruiting