Hi I'm Abhik, Ashby's Co-Founder and VP of Engineering.
We're looking for a versatile, persistent product engineer who's not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so.
What Ashby gives you in return is the best of both early and growth-stage environments.
While also the product-market fit and scale of a growth-stage startup: 100,000+ weekly active users who depend on your software and eagerly await your next feature.We have notable customers like Notion, Linear, Shopify, and Snowflake.
You've probably seen this role posted before, and it's because we're always expanding the team (we're on track to double Engineering this year).
We're bubbling with ideas for how to support Talent Acquisition with software, and we recently launched Talent Management products to expand our total addressable market and become a company worth $60B+.
About The Role And How We WorkOur engineering culture strives to recreate the environments where we did our best work as ICs – where we had the ownership and agency to impact our users with creative and innovative software.I started my career building software for artists in the Visual Effects industry.
It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer.
No daily stand-ups, no t-shirt sizing, no planning meetings.I studied computer science to solve problems, not tickets, and this felt exactly like that.
Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineer's force of will and ability to push back against culture (rather than any encouragement from it).
Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of "Agile" processes like sprint planning.
In those companies, I felt like a JIRA jockey.As a Product Engineer, you'll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design).
To ground it with examples, product engineers at Ashby have:This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app.
Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend.
Many user-facing features use it.This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features.When we started Ashby, we saw the opposite with Talent Acquisition (TA) software.
Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.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.
TA software didn't help.As hiring managers, we know TA is a critical function, and as engineers,



we know software can do better.
Software that's intelligent and powerful.
Software that provides insights into where they're failing and automates or simplifies many of the tasks they're underwater with.
As we've set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management.You do what's necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure.
We'll provide a supportive environment to do it successfully (e.You've tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two.
You know how to strike the right balance between speed and quality.
We took four years to launch publicly because convincing customers to switch required a high-quality product.
To thrive (and level up), you'll need to be open to feedback (and we give lots of it).
You'll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line.
The nature of software is that you can often automate or abstract what would be tedious, time-consuming work.
Put Another Way, You Shouldn't Apply IfTo you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews.
While they lead product and technical areas and help other engineers plan their most challenging work, it's not a requirement, nor do engineers need their sign?off.You need company-driven process and structure to get your projects across the finish line.
Sprint planning and well-defined project management processes are things you need or look to others to lead.
Once you start implementation, it can be hard to take a step back and think about the project as a whole.
You haven't led or taken ownership of projects before.
You're used to working with tech leads and taking on tasks distributed by them.You want to mentor earlier-career engineers.
We rely on engineers owning their projects, so we need engineers with that experience.
More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited.Engineering CultureOur Engineering Culture Is Motivated By Benji's (my Co-founder And CEO) And My Belief That a Small, Talented Team, Given The Right Environment, Can Build High-quality Software Fast (and Work Regular Hours!).
We Do It ThroughMinimal process with ownership over decisions normally made by product and designNatural collaboration and deliberate communicationInvesting in tools and abstractions that give us leveragePutting effort into building a diverse teamMinimal Process & Lots of OwnershipThe best engineers we've worked with delivered reliably magical outcomes.
Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in To Drive It Home, Here's a Recent Calendar Of An Engineer Who Has Been With Us For Over 4 Years.




~You also have a small budget to meet up with folks in your city/region.Increase Leverage, not Team SizeWe Built Ashby With The Quality, Breadth, And Depth That Many Customers Would Expect From Much Larger Teams Over Larger Time Scales.
Each improvement to a common component cascades throughout our app (short video below).
We think of AI as a way to automate the mundane parts of building and maintaining high-quality software.
Engineers have an unlimited token budget (but are not measured on it).
And a Demo Of One Of These Building BlocksHere's an impromptu quote from Arjun in our company Slack of what it's like to build a feature at Ashby:Put Effort into DiversityDiverse teams drive innovation and better outcomes.
Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups.It's A Marathon, Not a SprintThe intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking).
We work with urgency and ambition to build excellent software, but we don't need to prove out a new software category or product-market fit.
That requires ingenuity and thoughtfulness, and that doesn't happen with unrealistic deadlines or sleepless nights.Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks.
We offer unlimited PTO, and you actually get to use it.
I block off 1.5 hours every morning to spend with my daughter and drop her off at school.
Mujda (Product Engineer) puts it best in an article about us: "I can say that Ashby is a great place to be a mom... No one bats an eye if I have to take my kid to a doctor's appointment or have to work weird hours because childcare fell through."We'll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions.
Our Interview Process Is Three RoundsIntroduction call with Hiring Manager (15 to 30m, live)A technical screen where we pair in our vigente codebase (1h, live)Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days)Depending on our leadership team's bandwidth, we may start with an additional 30m screen with a recruiter.It's a team effort to get you successfully onboarded; The rest of the team will run training sessions on our culture, product, engineering process, and technical architecture.Technology StackI'm sharing our tech stack with the caveat that we don't require previous experience in it (but a love of typed languages is helpful): TypeScript (frontend & backend), React, GraphQL API, Node.Js, Postgres, Redis.You shouldn't feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable.Unlimited PTO, and we will encourage you to take it.For folks outside the US, it may be longer to be in line with regional requirements.Generous equipment, software, and office furniture budget.
100/month education budget with more expensive items (like conferences) covered with manager approval.
$250/month tool budget plus access to Claude, Cursor, and Codex with generous token budgets.If you're in the US, we offer top-tier health insurance for you and your dependents, with 100% of premiums covered by Ashby.
In other countries, we provide high-quality supplemental health insurance for you and your dependents, also fully covered by us.

📌 Staff Software Engineer, Product (La Coruña)
🏢 Ashby
📍 La Coruña