Ashby vs Peoplise

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.

Peoplise is a recruitment technology platform founded in Turkey that automates the early stages of hiring for companies receiving large numbers of applications. Instead of recruiters reading every CV and scheduling first calls one by one, candidates move through an online flow of application steps, one-way video interviews and assessments, and recruiters review structured results.

One-way video interviews let candidates record answers to set questions at a time that suits them, so recruiters can watch and score them later against the same criteria. Gamified assessments measure skills, abilities and fit in a more engaging format than long questionnaires, which also helps the employer brand with younger candidates. Structured evaluation keeps scoring consistent across reviewers and makes it easier to compare hundreds of applicants fairly. Pricing is not published and is arranged directly with the company, typically depending on hiring volume and the modules used.

Peoplise fits companies running graduate and internship programmes and high-volume hiring in sectors such as retail, banking and call centres, where manual screening is the bottleneck. It is not a full applicant tracking system for every hiring need, and small companies hiring a few people a year will not use its depth. HireVue is the global enterprise reference for video interviewing and assessments, while applicant tracking systems such as Workable or Greenhouse cover the broader hiring process and can sit alongside a screening tool.