Ashby

📅 Next Wednesday: Henry Ward, CEO of Carta, joins the Offer Accepted podcast for a discussion on laying the foundations for hiring early on. Subscribe to get the episode directly to your inbox ✅: https://hubs.li/Q02TFmsC0 In his conversation with host Shannon Ogborn, Henry will share his unconventional approach to hiring that challenges traditional recruitment methods. This is definitely an #OfferAccepted conversation you won’t want to miss!

Launching soon: A brand new Talent Trends Report on the topic of #RecruitingCoordination. In this report, we explore the many ways coordination within companies is changing — from the impact layoff seasons had on the number of RCs in an org to how technology is shifting coordination work to recruiters and/or hiring managers. We invite you to join us in discussing these findings and more live. During our roundtable discussion, we’re bringing together: 🎤 Kevin Connolly, Head of Data at Ashby (and the lead data engineer behind this report) 🎤 Evie Chiu, MSIOP, Lead Recruiting Coordinator at Anduril Industries 🎤 Max Butler, Recruiting Operations Consultant at #Ashby  🎤 Angelita C. Y., Senior Recruiting Coordinator at Ironclad Together, we’ll discuss the findings from an analysis of over 2.8M candidates for over 5.1M interview events. Link in comments to join us as we cover everything from scheduling to scorecards.

Last week, we partnered with Talent Crunch Berlin (TC) to host the Berlin Recruiter Community at MOIA. We had the pleasure of hosting Ashby customer Eva Cortés Romero from roadsurfer on stage -- showcasing some of the newer Ashby AI functionality the roadsurfer TA team is using to help them navigate the increase of inbound volume of applicants (think 1400+ applicants for some engineering roles). Thank you Andreea Lungulescu for moderating this session and being the force behind the Talent Crunch; we look forward to our next collaboration! After our live-demo of "AI Assisted Application Review in practice", there was an insightful discussion between Emanuele Giarlini, Matt Marmoy-Savage, Mark Ivan Serunjogi on Intelligent Hiring, Al-driven Assessments, Skills Based Hiring & Bias -- moderated by Angela Ndagire! Great insights all around, and we're looking forward to being back in Berlin very soon!

✍ Feature improvement: Add notes to your follow-ups in Ashby! Capture all the details in your follow-ups to candidates by leaving notes. Rich text supported for structured formatting and embedding links. This makes it easy to reference specific details during your interactions, helping you impress candidates at every stage touchpoint.

Our next Talent Trends Report covers Recruiting Coordination. I'll be sharing a couple of insights here before the report launches. A frequent question we hear is around RC capacity planning: "How many interviews can one RC coordinate?" We explored this, and we were a bit surprised by the results. In talking to some Heads of Talent, we’ve heard that expected capacity on an RC can be anywhere from 50-70 schedules per week. While, of course, this can vary, our data shows it’s often quite a bit lower than that. To take account of the varying company sizes in our dataset (our customers range from startup to enterprise), the team broke down the data by distribution ranges. As shown in the chart below, we saw: ▪️ 14 interviews per week in the 25th percentile ▪️ 21 in the 50th percentile  ▪️ 31 in the 75th percentile ▪️ And 47 in the 90th percentile We observed this closer by looking at some customers with the highest volume of scheduling activity. Even for them, while there are peak weeks in the 70s, those are by no means the norm. We saw a few teams hit 100+ schedules in a single week, but that was even more rare. As many of you know, a big part of these differences is the scope of the RC role, which can vary quite a bit across teams and often includes non-coordination tasks. For more RC/Scheduling data, subscribe for early access to our report releasing soon (link in comments).

🕵♂️ What can talent acquisition learn from sales and marketing? A lot, according to Stephanie Baysinger, GPHR, Recruiting Operations + Enablement leader at Anthropic. 🤝 In our latest episode of #OfferAccepted, Stephanie shares with host Shannon Ogborn how borrowing these strategies from other job functions can accelerate recruiter enablement: ➡️ Recruiting, like sales, relies on effective pipeline management. Keeping candidates engaged and moving through the process smoothly is key to delivering a standout experience. ➡️ Candidate personas, like customer personas in marketing, help tailor your approach, leading to stronger engagement with different talent segments. ➡️ Content management systems boost self-serve enablement, allowing recruiting teams to access what they need, when they need it—without bottlenecks or manual oversight. Want to supercharge your recruiting team with these insights? Catch the full conversation with Stephanie in our latest episode: https://lnkd.in/gV8wvDsM

We know the story by heart now: Recruiting has gone through massive change since 2021. But how were RCs specifically impacted? In our upcoming Talent Trends Report, we spotlight all things #RecruitingCoordination. One of our early findings: Since the beginning of 2022, there's been a downward trend in Coordinators Used per Orgs, going from a high of ~4 RCs per Org in Q1 2022 to a low of 2 between end of 2023. Though the trend varies by org size. In companies with… ▶ 1-99 employees, there’s almost no change in # of RCs on the team ▶ 100-500 employees, there’s a noticeable downward change in # of RCs overtime, from a high of 3 RCs in Q1 2022 to a low of 1.5 by the end of 2023 ▶ 501-10,000 employees, we see the most prominent change, from a high of 7.8 coordinators in Q1 2022 to a low of 4.2 by the end of 2023 How did the downsizing of RCs on talent teams impact the amount of scheduling work on each remaining RC’s plate? We dig into it all in our full Recruiting Coordination Report releasing soon. Subscribe here for early access: https://hubs.li/Q02kBnzg0

#OpentoWork? Here are some open Talent, Recruiting, and People roles hosted on Ashby job sites all around the globe. ⬇️ Head of People & Talent at Squint (Remote) https://lnkd.in/geGFwdJR Head of Talent at Improbable (London, UK) https://lnkd.in/gwMkYnS2 Senior Recruiter at First Round Capital (San Francisco, CA, Remote) https://lnkd.in/gt4phz6P Head of People at Sorare (Paris, France) https://lnkd.in/gw3HeeVW Founding Talent Lead at Tandem (New York, NY) https://lnkd.in/gn5j7gbP Head of People at Iterative (Singapore, Malaysia, Philippines, Vietnam) https://lnkd.in/gzeDN97s Recruiter, Emerging Talent | Contract at Ramp (San Francisco, CA) https://lnkd.in/gRrFth6m Recruiter, Contract at Project Growth (South Africa, Kenya, Argentina, Peru, Egypt, Colombia) https://lnkd.in/gkCEg7Jw Head of Talent at Anterior (formerly Co:Helm) (London or New York) https://lnkd.in/gUkBvKvc Head of Talent (Connection/Acquisition/Champion) at Anima (Remote) https://lnkd.in/gFG4kk2R Head of People at SatoshiLabs (Prague) https://lnkd.in/gkhHzXwR #recruitingjobs #hiring

Thank you, Amsterdam! 🇳🇱 As part of our European tour, we had the pleasure of hosting a Talent Acquisition meetup about Modern Recruitment Metrics on Wednesday and another signature TA-leadership dinner on Thursday. ☀️ WeAreKeen | Talent Partners x Ashby 𝐓𝐚𝐥𝐞𝐧𝐭 𝐌𝐞𝐞𝐭𝐮𝐩 ☀️ Ashby's Benjamin Encz & Willem Wijnans had the pleasure of hosting our customer Marcus Morrison from Mollie to share how they use the Ashby modern recruitment metrics to drive impact across their business. Was great to hear how they built: • Progress-to-goal recruitment planner netting out # of interviews needed per stage to get to 'n' amount of hires. • cNPS reporting: measuring where the cNPS score is received is pivotal to understanding where you can improve. • How the Mollie team measures their 'interviews per hire ratio' to make sure the time spent interviewing is as efficient as possible. Shoutout to Doeke Geertsma & Emily Galfrascoli for hosting us! ☀️ 𝐀𝐬𝐡𝐛𝐲 𝐓𝐀 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐢𝐧𝐧𝐞𝐫 ☀️ Yet another great edition with 21 (!) Talent & People leaders discussing what hiring excellence means to them, the advent of AI (and our AI-assisted Application Review functionality), and how to enable the wider TA community with TA metrics. Thanks so much for joining: Amanda Johnson, Charlotte Lafferty, Eveliese Luiting, Evy van Galen, Fritz Singer, Sjamilla van der Tooren, Jitske van de Worp, Jeranne Koekkoek, Kasmeer Naggan, Liliia Ivancha, Léonie Havekes (she/her), Marleen Hovers, Meghan Hennessy, Felix Michaelis, Alla Pavlova 艾菈, Zeynep Tunalıoğlu, Vanessa Monsequeira, Tammy Arnaud, Sivita Nourzad, Yuliya Kazlova & Terry Aduh.

🔄 Feature improvement: Automatically generate criteria for AI-Assisted Application Review. You can now use your job descriptions to generate criteria for evaluating inbound applications. You can also reuse criteria from other jobs for skills common to multiple roles. This ensures consistent criteria definitions and helps align AI-Assisted Application Review analysis with your job descriptions. It's also another way we aim to help in defining your criteria in a responsible and efficient way. As a reminder, you can see the full overview of our AI-Assisted Application Review approach here: https://lnkd.in/gVN94fFA