Principal Product Engineer, Americas

Unlock hiring excellence with Ashby’s all-in-one recruiting platform. Empowering ambitious teams from Seed to IPO.

If you’re reading this, odds are that you already know this: hiring for top tier talent has become exponentially harder and more important in the last 5 - 10 years.

Why is that? I believe there are at least three core reasons worth calling out.

• First, with the number of high growth and venture backed companies increasing significantly, competition for that top talent is fiercer than ever. Even in the current, cooler market environment, it is still very challenging to hire top talent in many roles.

• Second, top-tier companies are growing their revenues at rates not seen 5–10 years ago. In these high growth companies talent is the biggest bottleneck. This means that hitting hiring goals has become mission critical, leading recruiting functions to become more strategic and operationally minded.

• Third, the pandemic era has accelerated many of these trends. Remote hiring has made talent markets more efficient leading to candidates being matched with more companies at a faster pace. It has also made the logistics of interviewing easier, leading to faster interview loops which has further shortened the time that top tier candidates are in-market.

We’re convinced there’s a lot of room for improvement in not just recruiting tools but people tools and, in general, how software products are built. There are two parts to this: the quality of the product and how the product is made.

Let's start with outputs. We are continuously disappointed about the state of software products today —software should be more intelligent, powerful, and doing much more for us. Today, most business software is still a simple database with few delightful and truly helpful features.

We also believe that productivity in software engineering hasn't increased nearly as much as it should have. Part of that is the lack of building blocks that can be reused across features and applications. The other part is how teams are organized and managed. We aim to innovate in both areas.

Outside of the domain we're building for today (people software and, more specifically, recruiting software), Ashby is also an experiment in how fast a team can build great products over many, many years.

What we value

We'll go into a lot more detail when speaking with you, but our core values are:

• Ownership

• Thinking long term

• Curiosity & continuous improvement

• Thoughtful communication

• Transparency and honesty

Traction & Investors

We have many customers and great revenue growth. Customers love Ashby; we have a large library of amazing customer calls and quotes! We also have amazing investors like YCombinator, Elad Gil, and Lachy Groom. We'll share more once we meet.

Why join now?

As an early team member you will help shape:

1. The direction of our product and our go-to-market strategy

2. Our company culture, practices, and processes - Maintaining a nimble, remote organization at scale is a hard problem we want to solve and we’d love your help. Many of our employees have influenced or made significant changes as we’ve grown.

3. Our hiring process - We care deeply about hiring the best talent. Everyone at Ashby has helped build and shape our interviews.

We’re at an exciting point where a lot is working (customers keep referring Ashby!), but the opportunity is immense, and there's much more to build & shape. Our open positions are listed below.