Ashby
Each of these is a real decision Ashby is working through, written so you can make the call yourself — incomplete information, someone who pushes back, no answer key.
Ashby provides an all-in-one recruiting software platform that unifies applicant tracking, sourcing/CRM, interview scheduling, and hiring analytics for startups and growth-stage companies scaling their hiring functions. Its multi-product portfolio includes an ATS and an Onboarding product, and it replaces 3-5 tools in a consolidation and efficiency play. Ashby has over 5,000 customers and over 100,000 weekly active users who depend on its software, and it has replaced incumbents Greenhouse and Lever more than 500 times each. Its revenue is growing more than 100% year-over-year. The team is roughly 300 people across 22+ countries. Ashby is backed by Y Combinator and investors including Elad Gil and Lachy Groom, and it raised a $50M Series D in July 2025. Its technology stack includes TypeScript, React, GraphQL API, Node.js, Postgres, and Redis.
Your first one is free. No card.
12 live right now.
The rest
Choose IAM access before the legacy ATS shuts off
Contractor recruiters can sign in but cannot open requisitions or schedule interviews before a five-day cutover. You must weigh uninterrupted hiring access against permission boundaries that cannot be casually reopened.
Stop duplicate requisitions from HCM retries while hiring continues
Duplicate HCM requests are creating parallel requisitions and dividing candidate activity between them. You must weigh retry resilience against a clean recruiting record that recruiters can trust.
Rank renewal risk without losing the customer story
Renewal conversations are being prepared from scattered tickets, implementation notes, and CRM history. You must weigh faster account prioritization against evidence a CSM can inspect and challenge.
Forecast seats for 12 pilots without cutting hiring manager access
Twelve pilot customers need a way to forecast paid access while keeping hiring managers involved. You have to weigh cost predictability against the participation that keeps recruiting workflows moving.
Protect candidate invites while the hiring launch cannot move
Duplicate invitations are appearing in rehearsals as Workday-created requisitions enter the ATS. You must weigh a fixed hiring launch against a cutover that could confuse candidates and fragment recruiter work.
Unify hiring reviews while spreadsheet totals keep conflicting
Department leads are bringing conflicting pipeline totals to the same hiring review. You have to weigh a consistent reporting model against recruiter workflows that are already in motion.
Protect hiring metrics through the cutover
A dry run shows 4% of historical transitions map differently under the new model, which changes time-in-stage and funnel reports. You have to decide which checks must pass before the old contracts are retired.
Split what interviewers and recruiters can see
In audit samples, interviewers saw context that some customers do not permit, and the migration runs one way. You have to keep scorecards structured and auditable while narrowing what interviewers see.
Retire standing access without slowing incidents
Support and engineering still hold broad, open-ended production access to candidate records, including role paths nobody uses. You have to retire those roles for good and still let responders act during an urgent incident.
Decide what gets deleted when retention ends
Customers can set retention windows, but records past the window pile up because cleanup is still done by hand. You have to weigh what gets deleted automatically against legal holds and history nobody can recover.
Cut off file access when permissions change
Old download links still open attachments after an admin narrows a recruiter's access, and cached links expire on a different path than integration ones. You have to close this off without breaking live hiring work.