Ashby unifies your ATS and recruiting analytics. Lehire adds the decision intelligence layer that turns activity into hiring judgment.
Ashby is an all-in-one recruiting platform that combines applicant tracking with powerful recruiting analytics. It centralizes pipeline management, scheduling, and reporting, and is especially known for giving talent teams deep visibility into funnel metrics and operational performance. That makes it a strong system of record and a strong operations tool.
Lehire focuses on a different layer of the problem. It is a Hiring Decision Intelligence platform that sits on top of your ATS and concentrates on the quality of the decision itself: how each candidate is evaluated, how fit is scored, how finalists are compared, and how reasoning is remembered. Ashby tells you how your funnel is performing; Lehire helps you judge the individual people in it.
The distinction matters because recruiting analytics and decision intelligence are not the same thing. Funnel analytics describe throughput and efficiency. Decision intelligence describes candidate quality and the rigor of your judgment. Many teams run both: Ashby for operations and pipeline analytics, Lehire for structured evaluation and the hiring call.
What is Analytics vs decision intelligence?
Recruiting analytics (an Ashby strength) measure your process: conversion, velocity, source quality. Decision intelligence (Lehire) measures and improves your judgment about individual candidates: structured scorecards, 0-100 fit scoring, ranking, and hiring memory. They are complementary lenses on hiring.
What Ashby does well
Ashby brings the recruiting stack together: applicant tracking, sourcing workflows, scheduling, and reporting in one place. Its analytics are a standout, giving talent leaders detailed insight into pipeline health, conversion rates, recruiter productivity, and forecasting.
For teams that want a single, well-instrumented system to run and measure their hiring operation, Ashby is a compelling foundation. It is built to answer questions about how the machine is running.
Where Lehire fits
Lehire answers a different set of questions, the ones about the candidates themselves. It provides structured scorecards that map interviewer feedback to role competencies, an evidence-based 0-100 fit score, and a Decision Engine that ranks finalists side by side on the dimensions that matter.
It adds interview intelligence through an AI Interviewer that runs consistent structured interviews and scored interview scorecards, and hiring memory that preserves the reasoning behind past decisions. Where Ashby analytics describe the funnel, Lehire analytics describe decision quality and interviewer calibration.
Using them together
A natural division of labor is to let Ashby own pipeline, scheduling, and operational analytics, while Lehire owns evaluation and the decision. Your team keeps the unified operations view Ashby provides, and gains a structured, evidence-based way to actually choose who to hire.
This avoids forcing a choice between great operations tooling and great decision tooling. You keep both, each doing the job it is best at, and your hiring becomes both efficient and defensible.
Evidence-based fit scoring
A transparent 0-100 fit score per candidate, grounded in the evidence behind it rather than funnel position.
Structured scorecards
Map every interviewer rating to the competencies the role actually requires for comparable evaluations.
Decision Engine ranking
Compare and rank finalists side by side on the dimensions that drive the hire.
AI Interviewer
Consistent structured interviews that feed scored, comparable results back into the decision.
Decision analytics
Measure decision quality and interviewer calibration, a different lens than funnel analytics.
Hiring memory
Retain the reasoning behind past hires so standards stay consistent across roles and quarters.
Ashby instruments your hiring operation. Lehire instruments your hiring judgment. The two are complementary.
Use cases
Pair operations analytics with decision rigor
Keep Ashby for funnel insight and add Lehire to make the candidate-level decision structured and evidence-based.
Calibrate interviewers across teams
Use scored scorecards and decision analytics to see where interviewer judgment diverges and bring it into alignment.
Make finalist debates objective
Rank finalists side by side on role-relevant dimensions so committees decide on evidence, not impressions.
Great operations deserve great decisions.
Add Lehire to Ashby and turn pipeline activity into evidence-based hiring calls.