Ashby vs Homerun

Ashby is an all-in-one recruiting platform from a San Francisco startup founded in 2018. It combines an applicant tracking system, a candidate CRM with sourcing, automated interview scheduling and a recruiting analytics engine in a single product. Fast-growing technology companies adopted it because it removed the need for separate tools for scheduling (such as GoodTime), sourcing outreach (such as Gem) and reporting.

Hiring teams get structured pipelines with scorecards, approvals for jobs and offers, email sequences to passive candidates, self-scheduling and panel coordination across interviewer calendars, and AI-assisted application review and interview notes. Analytics are the main differentiator: recruiting ops teams can build custom reports on funnel conversion, time to hire, source quality and interviewer load without exporting data. Pricing scales with company size: the Foundations plan for companies up to 100 employees starts at $400 a month, larger tiers are quoted, and advanced analytics, scheduling and CRM capabilities sit in higher tiers.

Ashby fits companies where hiring is continuous and a dedicated recruiting team exists. Configuration takes effort, and the price is hard to justify for a business hiring a handful of roles a year, where Workable, Homerun or Teamtailor are simpler. Against Greenhouse, Ashby offers stronger built-in analytics and scheduling, while Greenhouse has the larger integration marketplace and a longer enterprise track record. Lever is the other common comparison, with similar ATS plus CRM scope but slower recent innovation.

Homerun is a hiring tool for small and growing companies, built by a team based in Amsterdam, the Netherlands. Its focus is the candidate's first impression: design-led job posts and careers pages that tell the story of the company and the team, so small employers can compete for talent with larger brands. Behind those pages sits a simple, collaborative pipeline for reviewing applicants and making decisions together.

Companies write job posts with rich media and team photos, customize application forms with their own questions, and publish to a hosted careers page or embed it on their website, with distribution to job boards. Applicants move through a visual kanban pipeline where colleagues leave evaluations, mention each other and schedule interviews; templated emails keep candidate communication consistent and personal. Pricing is based mainly on the number of active job slots rather than per recruiter seat, with unlimited users; since 2025 the Core and Plus plans also bundle Homerun's HR features for a set number of employees, which keeps costs predictable for occasional hiring.

Homerun suits design studios, agencies, startups and hospitality or retail businesses that hire a few people at a time and care about employer branding. It deliberately avoids enterprise depth: analytics, sourcing tools and integrations are limited, and high-volume recruiting quickly outgrows it. Teamtailor offers a similar branding-first approach with more features for mid-sized companies, Workable has broader job board reach and AI sourcing, and Greenhouse or Ashby serve structured, high-volume hiring at larger organizations.