Head of Engineering, Americas

Job Description

<h3>Job Description</h3><p>Job Description<p><p>Hi , I’m Abhik, Ashby’s Co-Founder and VP of Engineering. We’re looking for an Engineering leader who has done it all: You’ve built impressive products as an IC, you’ve built a bench of amazing Engineers, and you’ve established the cultural norms and processes of an entire Engineering department. Ashby’s success and ambition mean we’re doubling the Engineering team in the next year, and we need your experience and leadership to do it thoughtfully.</p><p>Our product and growth are exceptional. Ashby All-in-One is powerful, easy to use, and replaces several venture-backed companies&#39; worth of products (often with a <em>better</em> experience). We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway.</p><p>A big part of our secret sauce is how we run Engineering. We achieve incredible speed and quality by discarding many industry norms and being optimistic about Engineers. We consider what makes exceptional Engineers exceptional and then figure out how to hire them and build an environment that gives them the freedom and agency to <em>actually</em> be exceptional.</p><p>In other words, if engineers writing product specs, making product decisions, and not breaking down projects into individual tickets excites you, you’ve found the right place.</p><p>As Head of Engineering in the Americas, you’ll work closely with me and your counterpart in EMEA, Colin, to continue scaling our unique culture. You’ll manage our remote team of 20 engineers and 2 EMs, who cover a wide variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Over the next year, you’ll grow that team to 40 engineers and 5-6 EMs.</p><p>I’ll share more details once we meet.</p><p></p><strong>What We’re Building</strong><p>As engineers, we are used to tooling that makes us <strong>better</strong> at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.</p><p>Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others.