The Role

Ashby is seeking a Sales Sourcer with a proven track record of discovering and hiring amazing GTM talent. In this role, you will own the end-to-end development and execution of Sourcing strategies to find exceptional talent to fill critical Sales roles.

Success in this role over the next six months will involve finding, engaging and evaluating high quality candidates to meet our company's hiring needs for GTM 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:

• Finding, engaging and evaluating top talent for Sales positions
• Developing passive pipeline processes that focus on the very highest quality of hire as we scale
• Discovering and quantifying new talent pools and sourcing channels
• Engaging with departmental leaders and hiring managers to expertly qualify requirements and define searches
• Focusing on quality and alignment at the optimal volume to meet goals

As you are probably ascertaining from the above - we are looking for a person that gains energy from both strategizing on creative ways to accelerate our hiring as well as getting their hands dirty finding and evaluating candidates.

To be qualified for this role, you must have the following:

• Proven track record as an expert Go To Market Sourcer in a Product led company
• Experience working on Sales roles from within a SaaS company is critical
• Data-driven mindset, able to optimize your workflows, balancing diversity, quality and volume.
• Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.

If you need someone else to do any of the following, then this role is probably not for you:

• Boolean search and talent mapping activities
• Requisition qualification with senior leaders
• High volumes of outreach and screening calls
• Prioritization of your workload

Benefits

• Competitive salary and equity.
• 10-year exercise window for stock options. You shouldn't feel pressure to purchase stock options if you leave Ashby -do it when you feel financially comfortable.
• Unlimited PTO with four weeks recommended per year. Expect "Vacation?" in our one-on-one agenda until you start taking it .
• Twelve weeks of fully paid family leave in the US. We plan to expand this to employees in other countries as situations arise.
• Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
• $100/month education budget with more expensive items (like conferences) covered with manager approval.
• If you're in the US, top-notch health insurance for you and your dependents with all premiums covered by us.

Ashby's success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We're being deliberate about building that environment from the ground up. I hope that excites you enough to apply.

Interview Process

At Ashby, our team and interview process want to help you show your best self. We'll dive into past projects and simulate working together via talking through past projects and conducting a short but realistic assignment. Our interview process is 4 rounds:

1. 30-minute introduction call to discuss Ashby and your past work with me (Steph) so expect a traditional recruiting screen.
2. A take-home assignment that will ask you to create a hiring strategy for a role as well as an example of a tailored outreach to a specific candidate we will provide you.
3. A deeper dive into your Sourcing experience with Jim that will follow on from your assignment submission
4. 2 hours - (broken into 4x 30 mins) with Hiring Managers, Recruiters, and a Sourcing focused interview with Liz.

Your RecruiterYour Recruiter will be me (Steph), I will be your main point of contact and prepare you for interviews.

A word from a future colleague!Hello, I'm Liz. As the first sourcer (and person!) to join the TA team under Jim, I've enjoyed not only seeing the Talent function gain its momentum and grow with Ashby, but also having real impact on that growth. One of my favorite things about being part of this team is the ability to operate with a reasonable amount of autonomy and define what "great" looks like. Ashby as a product isn't recycling what's already been done, and with the right mix of expertise and principled thinking, the way we find and attract talent doesn't have to either.