User Experience Designer

In modern SaaS development, product teams often consist of a product manager, a designer, and ~4-5 engineers. The product manager briefs the designer who then designs. After designing, mocks are handed to the engineers.

While that may work for many product teams, Ashby takes a different approach.

Here, engineers are empowered to make their own product & design decisions. We also have design engineers who are fantastic at bridging UI, interaction design, and front-end code. Allowing engineers to also be designers has enabled us to move much faster than our competitors - but we need more help steering their design decisions!

Currently, our only full-time designer (Chris) reports to Benji, the CEO. Both Abhik and Benji (our founders) care deeply about design, which at first glance may seem counterintuitive given the number of full-time designers that we employ. The belief is not that design is unimportant, but rather that it should be owned by the product team collectively, not solely by a group of full-time designers who happen to have the job title.

The design department’s job at Ashby is not to make every single design decision but to equip our entire product team to make better decisions themselves, as well as edit decisions that PMs/Engineers choose to make. Our engineers are also expected to be self-aware enough to seek consults from design if they’re unsure about decisions, and designers will be given the largest, riskiest projects to tackle.

Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!

Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵

Ashby provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We put a …