Ashby vs Remote

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.

Remote is a global employment platform founded in 2019 by Job van der Voort, formerly of GitLab, and Marcelo Lebre. It helps companies hire, pay and manage people in other countries without setting up local legal entities.

The core product is employer of record (EOR): Remote employs the worker on your behalf through its local entity, runs payroll, withholds taxes, provides statutory and supplementary benefits and handles employment contracts. Remote emphasizes that it owns its entities in most countries it covers rather than relying on third-party partners, which it argues improves compliance, data security and intellectual property protection. Other products include contractor management with compliant contracts and payments, global payroll for companies that already have entities, a free HRIS for managing employees in one place, support for equity incentives and a talent marketplace. EOR is priced per employee per month, with a discount on annual billing; contractor management is a lower monthly fee per contractor.

Remote fits startups and mid-size companies hiring their first employees abroad or managing distributed teams. EOR remains expensive compared with running your own entity once headcount in a country grows, and features differ by country. Deel is the most direct competitor with a broader set of add-ons, Oyster and Rippling offer similar services, and Turkish companies hiring abroad, or foreign companies hiring in Turkey, should compare country-specific quotes from several providers.

Remote has continued to add AI-assisted HR tools and expand payroll coverage.