Ashby One Recap: Insights, Experts, and Feature Launches

Ashby's Ben Hubbard sits down with Amanda Johnson of DeepL and Célia Sauthier of Moss to unpack why EMEA hiring volume has doubled since 2021 without time to hire slipping, and what changed inside their recruiting processes to make that possible.

Legora's Fritz Singer and poolside's Beatriz Lourenço join Ashby's Jim Miller to unpack how enterprise talent leaders plan hiring capacity with finance, protect the quality bar under pressure, and weigh building AI tools against buying them.

Tim Chattaway of Sony Sports Technology and Laura Barnes of Flock compare how their teams measure Quality of Hire at scale: rebuilding scorecards around justified conviction instead of middle-of-the-road ratings, catching a struggling new hire inside the first 30 days, and feeding the data back into how the next role gets written.

Ashby Senior Legal Counsel Kelly Fish walks through how the EU AI Act's risk-based framework applies to recruiting tools, and Tourlane's Max Rauschen and hyperexponential's Lucy Szypula show how they turn that framework into vendor questions and day-to-day AI guardrails.

Iraj Samuel, Talent Partner at Accurx, turns hiring data into an argument stakeholders can't ignore: a calibration map that surfaces panel bias, an urgency report that unsticks a stalled stage, and a self-serve dashboard that gets Accurx's Chief People Officer challenging her own numbers instead of waiting on the talent team for them.

Reece Batchelor, Talent Acquisition Manager at Wayve, explains three assumptions about AI and lean teams that didn't hold up, and the team structure he built once he saw the real cost of getting them wrong.

Tim Duong leads engineering, product, and design recruiting at Lovable. He walks through the two problems he had to solve in his first two weeks on the job: engineering leaders spending 60% of their week interviewing, and no shared definition of what "senior engineer" meant. He explains how pass-through-rate data found the exact stage costing the process candidates, and how the time that data saved got reinvested in the kind of candidate experience that gets people to say yes.

Don Fogarty, Head of Talent at Attio, shows how his team turns recruiting conversations into structured signals an AI agent can act on, from spotting outreach timing to triaging inbound applicants.

Abby Weinreich, Sr. Talent Ops Specialist at Camunda, traces how her team used scheduling and hiring data to find the real causes of hiring delays, well beyond recruiting efficiency.

RecOps consultant Meena Rudmann maps the stakeholder personas behind every enablement request, from the skeptic who needs proof to the overbuilder who needs redirecting, plus the pause-and-diagnose method she uses to respond to each.