Technical Recruiter

Hi 👋🏼 I'm Jim, the VP of People and Talent at Ashby.

Instructions:
Take your time with your application; you do not need to be first to apply or in the first 100 to get this job. The closing date for applications is July 15th at 9am PT (4:00pm GMT) and we will NOT review any applications or speak to anyone until after that date/time. We will review EVERY application and speak to the shortlist we make based on the applications. There are no prizes for being first and no advantages to be gained by reaching out, being referred or knowing someone here, so please don't message anyone at Ashby.

Here's some resume feedback I've created from past Recruiter hiring processes that I've given to applicants we have screened out, based on reviewing hundreds of Recruiter/Sourcer resumes. I hope you find this useful in tailoring your application!

1. Resumes showed minimal experience as a Full Lifecycle Recruiter, recruiting for Software Engineering roles. We will only hire someone with deep SWE hiring experience.
2. Role descriptions on resumes focusing on projects or leadership rather than delivery of hires for Engineering roles. Projects and leadership is great, but I needed to see the evidence of you doing the Recruiting work.
3. Resumes showed no or minimal experience of hiring in a Product led Engineering environment. As per the job description we were looking for SaaS experience ideally.
4. Resumes didn't articulate the impact that the applicant had in past roles. The JD stated "Data-driven mindset, able to optimize your workflows" and data can show this impact.
5. Answers to the application questions. Each question had context provided or real meaning for us, beyond what we would see in your resume.
6. Resumes had a general lack of specifics. "Recruited a variety of roles" doesn't tell the reader that you've handled Software Engineering recruiting. Likewise, a company name alone doesn't help the reader know it's Product led organization. On that last point, a little blurb about the company is really helpful for anyone reading the resume and helps them avoid mistakes by thinking that a company isn't from "X" sector.

The Story!
I've been at Ashby for 2 years and a bit and we need some help! Interest in our product is driving amazing growth and, as a People Team, we need to expand our capacity to hire. Since our Recruiting team formed, our hiring managers have been doing most of the recruiting on their own, with some help from our lean recruiting team. As we plan out hiring for late 2025 and beyond we recognize we will need wider recruiting support, hence this role opening.

The job I do at Ashby is my dream job and I hope being a Recruiter here is yours! Not only will you get to help build the people side of our business but you’ll also get to become an expert user of our product and a thought leader on how to use it. You’ll get to make a lasting contribution to the whole recruiting community as we drive improvements across the talent tech space. Check out our Recruiting blog and Hiring Excellence Framework as an example of our content creation for the talent community.

Joining us means being part of a talented team, tackling the challenges of our stage, and contributing to our team and product growth. We value humility, continuous improvement and a dedication to excellence (more here). If you are passionate about bringing your unique strengths to the team and building a culture of success, we would love to hear from you.

The Role

Ashby is seeking a Recruiter with a proven track record of discovering and hiring amazing Engineering talent. In this role, you will own the end-to-end development and execution of recruitment strategies to find exceptional talent to fill critical Software Engineer, Product Management, Design, Engineering Leadership and IT roles.

Success in this role over the next six months will involve attracting, evaluating and hiring high quality candidates to meet our company's hiring needs for Engineering positions across the business. It will also require building and collating phenomenal talent pools to create a strong infrastructure for future growth.

You will achieve this by:

• Attracting, evaluating and hiring top talent for all Technical positions

• Developing processes that focus on the very highest quality of hire as we scale

• Discovering and quantifying new talent po