Ashby vs Lattice

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.

Lattice is a people management platform from Lattice, Inc., a San Francisco company founded in 2015 by Jack Altman and Eric Koslow and backed by Y Combinator, Thrive Capital, Founders Fund, Tiger Global and Dragoneer. It is led by CEO Sarah Franklin and says more than 5,000 organizations use it. Its core job is running the manager-employee rhythm: performance reviews, goals, 1:1s, feedback and engagement surveys in one place.

The product is sold as modules. Performance covers review cycles, calibration, promotions, succession and PIPs. Goals & OKRs handles cascading goals with Jira and Salesforce updates. Engagement runs pulse, onboarding and exit surveys with AI analysis and eNPS. Compensation and Grow are add-ons for pay bands and career tracks. Every base product includes 1:1s, weekly updates, feedback, Q&A boards, analytics and an AI agent that answers policy and career questions.

Lattice fits companies of roughly 50 to 2,000 employees that already have an HRIS and want a more polished talent layer on top. It is not an HRIS or payroll system: BambooHR, Personio and Factorial store employee records and include their own performance modules, which may be enough for smaller teams. Culture Amp and 15Five are its closest direct rivals.

Buying tip: pricing is per seat per month but billed annually in USD with a $4,000 minimum agreement, so a 30-person company pays the minimum even on Performance alone. Lattice also drew criticism in July 2024 for a plan to add AI "digital workers" to org charts, which it reversed within days.