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Recruiting

Ashby

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Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: 2 of 4 dimensions proven

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by Ashby, Inc. · www.ashbyhq.com

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Read this page as one judge. Each weighs the same scores by what they care about.

The HR IT Integrator

Weighted verdict

Has to connect the ATS to the HR system, the calendar and identity. Wants a documented API, SSO that is not an enterprise upsell, and a hire that arrives in Personio or SAP with its documents rather than as a PDF someone retypes. Judges integrations by who maintains them.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The HR IT Integrator

Applicant management & hiring workflow

How this is scored

The daily work of hiring: pipeline stages per job, collaboration with hiring managers, structured evaluation, interview scheduling and candidate communication — judged on whether a decision is documented rather than merely made.

0 — An inbox of applications with a status field; no stages per job, no shared evaluation and no record of who decided what.

3 — A fixed pipeline with drag-and-drop stages and email templates, but hiring managers see everything or nothing, and evaluation is free-text comments.

5 — Configurable pipelines per job, hiring-manager access limited to their own vacancies, structured scorecards, interview scheduling with calendar integration, and templated candidate emails in German.

8 — Approval workflows for requisitions and offers, role-based access per team and location, structured interview kits, bulk actions with automated but reviewable candidate communication, and a history on each candidate of every stage change and who made it.

10 — The pipeline is an auditable record of a fair process: every decision attributed and reasoned, evaluation criteria fixed before applications arrive, reporting on time-to-hire and drop-off per stage, and the full history exportable per candidate for an AGG dispute.

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The HR IT Integrator

Interview plans are defined centrally and assigned per job, and permission levels can be set globally or scoped to specific departments and jobs, so hiring managers can be held to their own vacancies. A scheduling module with an advanced scheduling add-on, interview recording with transcripts and suggested feedback, and templated candidate SMS cover the daily loop. We found no public information on structured scorecards, requisition or offer approvals, or a per-candidate history of every stage change and who made it. 6 5 1 2 3

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Multiposting, career page & candidate experience

How this is scored

Getting a vacancy in front of the right people and letting them apply: job-board distribution for the German market, the career page, and an application process that does not lose candidates on a phone.

0 — No career page and no job-board distribution; vacancies are posted by hand elsewhere.

3 — A basic hosted job list and free aggregator feeds, with no named German boards, and an application form that requires an account or a desktop.

5 — A branded career page, multiposting to named boards including the Bundesagentur für Arbeit and at least one major German paid board, Google for Jobs markup, and mobile application without an account.

8 — Multiposting with booking and budget tracking per board from inside the system, source attribution per applicant, career page in several languages with an embeddable widget, accessibility stated, and an application form configurable per job.

10 — Distribution is measured, not only broadcast: cost and applicants per channel reported, the career page meets a stated accessibility standard, one-click or CV-parse application on mobile, and candidates can see their own status and withdraw themselves.

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The HR IT Integrator

The captured homepage and pricing pages give me nothing to work with here: no career page, no job-board distribution for the German market, no Google for Jobs markup and no description of the application form a candidate meets. We found no public information on any of it, so I can only score the absence. 1 2

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Retention, deletion & talent-pool consent

How this is scored

What happens to the data of people who were not hired: automatic deletion on a configurable deadline, talent-pool consent that expires, data-subject requests, and access logging — the criterion the employer is actually liable for.

0 — Nothing stated about retention or deletion; applicant data stays until someone removes it by hand.

3 — Manual deletion and an anonymise button exist, but no automatic deadline, and talent-pool storage has no stated consent step.

5 — Automatic deletion or anonymisation after a configurable period after rejection, talent-pool storage only with recorded consent, and a documented way to answer an access or erasure request.

8 — Retention rules per country or entity, consent with expiry and automated re-consent requests, candidate self-service for their own data, a log of who viewed or exported an applicant file, and permissions a works council can review.

10 — Governance that can be evidenced: deletion runs are logged and reportable, special-category data can be excluded or restricted by field, every export is recorded, and the vendor publishes how deletion propagates to backups and to the job boards and tools it syncs with.

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The HR IT Integrator

Retention is a real rules engine rather than a setting: multiple inactivity and consent-based rules, each with its own filters targeting job location, defined conflict resolution, and a per-candidate report of the winning rule with audit-ready documentation, available to all customers. Consent-based rules mean talent-pool storage hangs on recorded consent, and a Privacy Request Manager plus referral to the employing company covers data-subject requests. We found no public information on consent expiry with automated re-consent, a log of who viewed or exported an applicant file, or how deletion propagates to backups and connected tools. 8 7 3

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AI screening transparency & control

How this is scored

Whether any automated ranking, matching, parsing or rejection is disclosed, explained and switchable — recruitment is a high-risk use under the EU AI Act, and an undisclosed score next to a candidate's name is a co-determination matter. A product without AI features is judged on stating so.

0 — AI matching or scoring is marketed with no statement of what it evaluates, where it runs, or whether it can be turned off.

3 — AI features are described as a benefit, with a general assurance that humans decide, but no documentation of inputs, no per-feature switch and no model or provider named.

5 — Each AI feature is described with its purpose and inputs, can be disabled per account, never rejects a candidate without a human action, and the model provider or subprocessor is named.

8 — AI outputs are shown with their reasoning to the recruiter, candidates are informed when AI is used, protected attributes are stated to be excluded, EU processing is available for the AI features, and the vendor publishes its EU AI Act position.

10 — The vendor treats recruitment AI as the high-risk system the law says it is: documentation a works council can base an agreement on, bias testing described and repeated, logs of every AI-assisted decision retained for audit, and every AI feature off by default until the customer enables it.

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The HR IT Integrator

The AI features are named one by one — assisted application review, candidate assistant, notetaker, talent rediscovery, resume parsing — and they are opt-in, enabled under Opt-In Features by the customer's admin, which is the off-by-default posture I want before any co-determination talk. What the captured pages give me is names, not mechanics: we found no public information on the inputs each feature evaluates, the model provider or subprocessor behind them, whether a human action is required before a candidate is rejected, or a published EU AI Act position. 10 9 4

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HR handover, integrations & API

How this is scored

The hire does not end in the ATS: handover to the HR system and payroll, identity and calendar integration, e-signature for contracts, and an API a team can build on.

0 — No integrations and no API; a hired candidate is retyped into the HR system.

3 — A CSV export and an email integration, with a partner marketplace that names no German HR or payroll systems.

5 — A documented API, calendar and video-interview integration, and a named handover to at least one HR system common in DACH (e.g. Personio, DATEV-connected systems, SAP SuccessFactors).

8 — Maintained integrations with several named HR systems carrying the hire's data without retyping, SSO and SCIM, e-signature for offers and contracts, webhooks, and an API with published limits.

10 — Integration is designed rather than bolted on: a versioned API with a deprecation policy, handover that carries documents and consent status into the HR record, deletion that propagates to connected systems, and the vendor maintaining the German integrations itself.

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The HR IT Integrator

There is a documented RPC API with regenerable access keys, SSO through SAML and OIDC with nothing in the captured pages tying it to a top tier, and integrations that authenticate via OAuth, are opt-in, disablable, and explicitly free of charge — the plumbing an integrator wants. The Workday HRIS handover is documented on the vendor's own docs site, which is who I want maintaining it, and migration tooling for Greenhouse, Lever and SmartRecruiters is published. We found no public information on SCIM, webhooks, published API limits, e-signature for offers and contracts, or a named handover to Personio, SAP SuccessFactors or DATEV-connected systems. 5 11 12 2 1

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European sovereignty

How this is scored

Where applicant data lives, who the contracting entity is, who the subprocessors are — including the job boards, CV parsers and AI providers the system passes CVs to. Independently sourced by the sovereignty pipeline; weighted higher here than in categories holding the customer's own data, because every record belongs to a third party who never chose the vendor.

0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and CV parsing or AI processing of unclear location.

3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent, or CV parsing and AI features run outside the EU without saying so.

5 — EU hosting as standard and an EU contracting entity, but parts of the chain — parsing, AI, email delivery — are non-EU without an explained safeguard.

8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published including parsing and AI providers, and a DPA that covers applicant data as the customer's processing.

10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, certification published, and the AI and CV-parsing features run within the EU on providers the customer can see.

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The HR IT Integrator

The contracting entity is Ashby, Inc., a Delaware corporation under California law, hosting is on Amazon Web Services with the location unstated and transfers to the United States acknowledged, and where the resume parsing and AI features run is not said anywhere I can see. The captured mitigations are Data Privacy Framework certification, an EU representative in Hamburg and Swiss and UK representatives, while the subprocessor list is referenced to a Trust Centre page whose contents are not among these captures. Applicant CVs sit in a US Cloud Act-exposed chain, which for data belonging to people who never chose this vendor is close to the bottom of the scale. 4 5 3

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Pricing transparency

How this is scored

Whether a buyer can compute the real annual cost from public pages alone: the pricing model (per employee, per open job, per recruiter seat), job-board posting costs, add-ons for AI, career page or integrations, and the minimum term.

0 — No public prices at all; every tier is a sales conversation.

3 — A starting price exists, but the pricing basis (employees, jobs, seats) or which features sit in which tier is unstated — the invoice is unknowable.

5 — Tier prices public with the pricing basis and main limits given, but at least one commonly needed piece (paid job-board postings, AI features, integrations, extra seats) is unpriced.

8 — Every tier priced publicly with its basis and limits, add-on prices listed, job-board posting costs or the booking model stated, minimum term and VAT treatment given.

10 — Complete price computability: annual invoice derivable for a given company size, number of open roles and recruiter seats, with every add-on, posting package and overage published.

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The HR IT Integrator

The pricing model is described with unusual care — one price for the whole platform across ATS, CRM, scheduling and analytics, based on company size, usage and commitment, 10% off annual plans, included AI credits and SMS quotas per plan, no integration charges, and subscription fees stated as exclusive of taxes. But not one price figure appears in the captured pages: the Plus plan says Get in Touch, everything above 100 employees moves to a custom model, and the add-ons are named without prices. A buyer can describe the invoice shape but cannot compute it. 2 4

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European sovereignty — proven facts

2 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined — uncited Report an error
Subprocessors US CLOUD Act reach ⚠ unverified 0/2 pts 5 Report an error

Where this could be wrong

What we left out

A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.

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Sources (12)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

  1. 1 Vendor homepage www.ashbyhq.com Checked 22 Sep 2026 Details →
  2. 2 Pricing page www.ashbyhq.com Checked 22 Sep 2026 Details →
  3. 3 Privacy policy www.ashbyhq.com Checked 22 Sep 2026 Details →
  4. 4 Terms of service www.ashbyhq.com Checked 22 Sep 2026 Details →
  5. 5 Security / trust page www.ashbyhq.com Checked 30 Sep 2026 Details →
  6. 6 Applicant management & hiring workflow — found from sitemap docs.ashbyhq.com Checked 1 Oct 2026 Details →
  7. 7 Retention, deletion & talent-pool consent — found from sitemap docs.ashbyhq.com Checked 1 Oct 2026 Details →
  8. 8 Retention, deletion & talent-pool consent — found from sitemap www.ashbyhq.com Checked 1 Oct 2026 Details →
  9. 9 AI screening transparency & control — found from sitemap docs.ashbyhq.com Checked 1 Oct 2026 Details →
  10. 10 AI screening transparency & control — found from sitemap docs.ashbyhq.com Checked 1 Oct 2026 Details →
  11. 11 HR handover, integrations & API — found from sitemap docs.ashbyhq.com Checked 1 Oct 2026 Details →
  12. 12 HR handover, integrations & API — found from sitemap docs.ashbyhq.com Checked 1 Oct 2026 Details →