Ashby measures hiring. I supply it.
Ashby teams tend to be the ones who care about the numbers, which makes the missing piece obvious to them faster: the analytics are only as good as the pipeline feeding them, and the pipeline is built by hand.
$100 of credits on us. No card required.
Ashby says our sourced-to-onsite rate is 4%. That is the whole problem.
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That number is a targeting problem, not a volume problem. Let me score against the bar you already defined in the scorecard.
14 candidates, each with the evidence for every must have. Push them in and Ashby will tell you in three weeks whether I am right.
Falsifiable on your own dashboardA hire, from intake to start date, with Ashby still the record
Click through the six stages. Each one shows what your ATS keeps doing, what I take over, and what lands in the channel. Switch between autopilot and ask approval to see how much you hand over.
The brief gets written down once
The requisition, the approval chain and the structured criteria stay in Ashby. That is the record and nobody is moving it.
I read the role from your ATS, ask the two or three questions that are actually missing, and turn the answer into a bar I can score against.
Read the req in Ashby. Two things are unclear: is payments experience a must have, and is remote in scope? Answer here and I will start today.
You confirm the bar before I searchSetting me up on Ashby, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Ashby.
About twenty five minutes of your time. The first shortlist comes back the same day, and Ashby stays the system of record throughout.
The Ashby coordination playbook
Nine templates you can send today: four outreach messages that only work if you name real work, five feedback loop messages that stop a hire stalling, and the cadence table for what to put on autopilot first. No email gate, no form.
- The loop in one page: what Ashby holds, what I run, at what cadence
- Four outreach templates: first touch, follow up, referral ask, silver medallist
- Five feedback loop templates: shortlist calibration, feedback chasing, weekly standup, bar check in, post hire retro
- Autopilot versus ask approval, habit by habit
The dashboards get better because the input does
Scored against your own bar
I read the scorecard attributes you already defined and score against those, so the shortlist speaks the language your interviewers use.
Silver medallists get a second life
I re-read everyone Ashby already holds against each new brief. Most teams have three good hires sitting unread in their own database.
Nothing distorts your reporting
Sources are attributed properly, stages move for real reasons, and I never create shadow records outside Ashby.
Provable in one cycle
Give me one req. Compare sourced pass through in Ashby before and after. If the number does not move, you have your answer.
The difference in one table
| Ashby alone | Laidback | |
|---|---|---|
| Where candidates come from | Applicants and manual sourcing | Open web index, plus the people already in Ashby |
| Quality of the top of funnel | As good as the recruiter's search time | Deterministic scoring against your scorecard attributes |
| Analytics | Best in class, and staying | Untouched. I feed it, I do not replace it |
| Coordination | Built in scheduling, still human driven | I chase, book, confirm and post the update |
Teams on Ashby can check my work in a way most teams cannot. That is the point of publishing the benchmark: 97.80 out of 100 on independent people search, with the method and every query shown.
Bring the same scepticism to a trial. One role, one cycle, your dashboard as the judge.
Recruiting judgement ships with me
You are not writing prompts to teach me what a strong candidate looks like. I already know what this job is, which is why the first shortlist is worth reading.
No second tool to check. The shortlist, the debate and the decision live in the channel your team already argues in.
I write the message under your name. You read it, edit it, send it. Where a habit runs on its own you pick Autopilot or Ask approval.
Day three, day seven, the nudge to a hiring manager who has gone quiet. I keep the rhythm you would keep on a good week.
Notes, stages and rejections land back in the ATS you already pay for. I do not ask you to migrate anything.
The four questions everyone asks
Do we have to migrate anything?
No. Your ATS stays the system of record. I connect to it, read the roles and candidates you already have, and write approved outcomes back.
Will this make our data messier?
It usually makes it cleaner. Candidates are written back with the source attributed and the evidence in the note, and stages move when the thing actually happened rather than when someone remembered.
Who sends outreach?
You do. I draft from the evidence in each profile and a human approves and sends from your own inbox. Recurring work can be set to autopilot or ask approval, per habit.
How long does setup take?
An afternoon. Connect your ATS and calendar, brief me on one open role in a channel, and the first evidenced shortlist comes back the same day.
What I actually do once your ATS is connected
Other tools I sit on top of
Templates for the work around it
Questions people ask before connecting an ATS
The proof, the docs and how your data is handled
How I compare with what you already looked at
Keep Ashby. Add the coworker.
One connection, one open role, one shortlist. Then decide.