Rolling Out Quality of Hire
Rolling Out Quality of Hire
Rolling Out Quality of Hire
Quality of Hire is one of the most valuable recruiting signals you can build, but it is also one of the easiest to overcomplicate\. It creates an early feedback loop between hiring decisions and employee outcomes, helping teams learn what leads to successful hires\.
This playbook is designed to help you launch a program that is simple enough to sustain, clear enough for stakeholders to trust, and structured enough to connect that signal back to the recruiting decisions that shaped the hire\.
!Designed visual of Quality of Hire from Ashby showing the 5-point rating scale.
How to use this Playbook
Use this playbook as a step\-by\-step guide to plan and launch Quality of Hire in Ashby\.
Follow these sections in order, or click directly into the step that matches where your team is today using the navigation panel on the left\.
Who this playbook is for
- Talent leaders and recruiters who want to measure and improve hiring quality
- Recruiting ops and admin owners configuring surveys and sequences in Ashby
- Teams responsible for building feedback loops between recruiting and the business
What we'll cover
- Introduction to Quality of Hire What to consider before building the survey form and sequence
- Plan your rollout[](~/80682c2e-2b48-47e9-b879-c2f781881528/) Key considerations before you launch
- Set up the survey and sequence Step\-by\-step configuration guidance
- Engage with stakeholders Email templates and best practices for rollout
What is Quality of Hire?
Card BackAn early assessment of new hires, with the goal of helping talent teams improve recruiting processes and understand whether their hiring decisions are working\.
Card FrontWhy does it matter?
Card BackQuality of Hire gives your recruiting team direct visibility into whether your hiring process is identifying the right candidates, closing the loop between who you hire and how they perform\.
Before you dive in
📚 This playbook focuses on rollout: how to scope the program, align stakeholders, set expectations with hiring managers, and decide how your team will review and use the data once it starts coming in\.
If you're looking for a deeper dive into Quality of Hire, including guidance on a practical setup and day\-to\-day management in Ashby, check out the Quality of Hire course in Ashby Academy\.
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Introduction to Quality of Hire
Introduction to Quality of Hire
Quality of Hire is an early assessment of new hires, with the goal of helping talent teams improve recruiting processes and assessment during talent acquisition\.
Quality of Hire surveys are available on the Plus and Enterprise plans\.
Quality of Hire Overview
Why implement Quality of Hire?
Most recruiting metrics tell you how quickly or how efficiently you hired\. Quality of Hire gives you an early signal on whether the hire is working out and whether your recruiting process is producing the right outcomes\.
Quality of Hire in Ashby provides the structure and data that support:
💡Teams that make Quality of Hire work usually start simple\. They start with one clear rating question, a short form, automated delivery, and a commitment to review the signal consistently\.
- Closing the loop between recruiting decisions and outcomes
- Spotting patterns in sourcing, screening, and assessment
- Building a stronger feedback loop with hiring managers
- Making better decisions about where to adjust recruiting process quality
Keep it lightweight
Automate delivery
Hiring manager at the center
Three principles of Ashby's Quality of Hire
Together, these keep your program running without becoming a manual effort to sustain\.
In Ashby, Quality of Hire is designed around three principles:
#### Configure the Survey Forms
Surveys are configured in Admin > Employee Surveys > Quality of Hire\.
You create one or more survey forms with questions tailored to evaluate new hire performance\. A default Overall Assessment rating question is included and used across all reporting\.
As a best practice, recommend keeping it on every form\.
#### Configure the Sequences
!Screenshot of a Quality of Hire sequence in Ashby showing the sequence steps configuration tab.
Sequences are configured in Admin > Employee Surveys > Quality of Hire\.
You configure sequences that determine which form is sent and when, based on the employee's start date\. The most common setup is a 30/60/90 day sequence, but the steps and timing are fully customizable\.
#### Enroll Hiring Managers in Sequences
Hiring managers are enrolled in a sequence when a candidate is hired\. Enrollment can be automated, done manually from a candidate profile, or handled in bulk through the Recent Hires view\.
#### Hiring Managers Submits Survey
Hiring managers receive a task in Ashby on their home page and an email notification when a survey step is due\. Slack notifications are also available if your team uses the Slack integration\.
#### Report on Quality of Hire Performance
Once surveys are submitted, results are available in Ashby's reporting suite\. Template reports cover common views, and custom reports let you analyze results by recruiter, department, or other dimensions\.
Components of Quality of Hire in Ashby
The following components outline how you assess Quality of Hire and report on it in Ashby\.
Note: To dive deeper into each of these components, review the Quality of Hire course in Ashby Academy\.[Button: Continue →]
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Step 1: Plan Your Rollout
Plan Your Rollout
Step 1
Before configuring the survey and sequence, take time to align your team on goals, customization needs, and how you'll act on the feedback\.
A clear plan up front makes adoption easier and the data more useful\.
Before You Build
Key decisions before you launch
Work through each area below before you start building\.
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Stakeholder Alignment
Begin by aligning your team and broader organization on the purpose of Quality of Hire\. Consider:
- Align as a team and organization: Discuss how survey results will contribute to your specific organizational goals, whether that's understanding if new hires are meeting expectations early or identifying where the recruiting process quality is strongest or weakest\.
- Communicate the value: Ensure that key stakeholders, including TA leadership, recruiting managers, and hiring managers, understand how the feedback will be used to foster continuous improvement and strengthen quality of hire\.
- Involve stakeholders early: Engage stakeholders in the planning process\. Consider holding a kickoff meeting to discuss the goals of the survey and sequence, address any concerns, and gather input on how the results should be interpreted and acted upon\.
Customization Needs
Review the default survey content and sequence template and tailor it to your organization's needs\. Consider:
- Assess the survey content: Review the default survey and sequence Ashby provides to determine if they align with your organization's needs\. Consider whether additional custom questions or customized sequence templates are needed to capture feedback that is critical to your goals\.
- Tailor to organizational goals: Customize the survey to reflect your organization's specific challenges and opportunities\. For example, do different teams or roles need different question sets? Will you use the default Overall Assessment question only, or add additional questions at each step?
- Pilot and iterate: Consider running a pilot survey and sequence with a small group of hiring managers to gather initial feedback\. Use this feedback to refine the survey before rolling it out to the entire organization\.
Best Practices for Rollout
Keep these principles in mind as you launch\. Consider:
- Purpose\-driven implementation: Make sure the implementation is purpose\-driven\. Clarify the primary goal\.
- Set clear expectations: Establish clear expectations with stakeholders about how feedback will be used\. This includes how often surveys will be sent, how results will be reviewed, and how action items will be communicated\.
- Continuous communication: Keep the lines of communication open throughout the rollout\. Regularly update stakeholders on progress and any adjustments made based on their feedback\.
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Step 2: Set Up the Survey and Sequence
Set Up the Survey and Sequence
Step 2
With your goals and cadence defined, you're ready to configure in Ashby\. The steps below walk you through the key setup points\.
For full details at each step, review the Quality of Hire course in Ashby Academy\.
Build and Configure Your Survey and Sequence
💡Ashby includes a default Quality of Hire survey and sequence\. For most teams, this is a strong starting point to launch Quality of Hire\.Instead of creating a survey and sequence from scratch, you can use the default survey and sequence\. They can be customized to your organization's goals\.
Slide 1
How to Configure Quality of Hire Surveys and Sequences
!Screenshot of the Hiring Manager Assessment survey form in Ashby showing the hiring manager's view.
Follow these steps to create your survey forms, build your sequence, and enable automation in Ashby\.
Slide 2
Create the survey form
Start by building the form hiring managers will complete\.
Slide 3
!Screenshot of an admin's view building the Hiring Manager Assessment survey form in Ashby.
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Configure the survey questions
Start by building the form hiring managers will complete\.
💡Survey design best practices:
- Keep the Overall Assessment question on every form\. It is the anchor of reporting, trend tracking, and comparison across roles or teams\.
- Favor structured questions over open\-ended ones\. Structured questions are faster to complete and easier to report on\. Open\-ended questions are useful for context, but they should be used sparingly\.
- Keep forms short\. In most cases, four or five questions is enough\. Completion rates drop once forms get longer, especially if every question feels optional or vague\.
Slide 4
Create the sequence
Define the cadence for when surveys are sent\.
Slide 5
Configure the sequence steps
Determine which survey form is sent and when\.
Slide 6
Configure the sequence instructions
Add context for the hiring manager when completing the survey\.
Slide 7
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Enable Automation
Enroll new hires automatically to route surveys to hiring managers\.
💡Automation will pull the hiring manager from the hired Job Consideration and the start date from the offer to time the sequence\.
If start date or hiring manager information is missing, Ashby will flag the record for manual resolution\.[](https://www.ashbyhq.com/resources/terms-ai-features)
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Step 3: Engage with Stakeholders
Engage with Stakeholders
Step 3
Successful adoption depends on hiring managers' understanding why they're receiving these surveys and what happens with their feedback\.
Use the templates below to communicate ahead of your go\-live date\.
Stakeholder Communication
- Be clear that these surveys are a feedback loop for the recruiting team and not a performance review of the new hire or the hiring manager
- Set expectations for how often surveys will arrive and how long they take
- Be clear about what you'll do with the feedback so hiring managers feel their input is valued
Communication templates
Email 1: Announcement
Subject: Introducing Quality of Hire SurveysHello \[Hiring Manager Name\],
I'm excited to share that we're launching a Quality of Hire program to help our recruiting team continuously improve how we assess and hire talent\.
As part of this, you'll start receiving short surveys at set intervals after each new hire joins your team — typically at the 30, 60, and 90\-day marks\. These surveys are designed to be quick to complete and are focused on helping our recruiters understand whether the candidates we're bringing in are setting up for success in the role\.
Your feedback will go directly to the recruiting team and will be used to refine our hiring process and better assess candidates going forward\.
Thank you in advance for your partnership\.
Email 2: Instructions
Subject: How to Complete a Quality of Hire SurveyHi \[Hiring Manager Name\],
Thank you for your support as we roll out our Quality of Hire program\.
Here's what to expect when a survey is ready for you:
You'll receive a notification via email \(and Slack, if you use it\) when a survey step is due\.
From there, you can complete the survey directly in Ashby from the Surveys section on your home page\. Each survey should take just a few minutes to complete\.
Your responses help our recruiting team understand how new hires are ramping and where we can improve our assessment and hiring process\.
Please don't hesitate to reach out if you have any questions\!
Email 3: Reminder before go-live
Subject: Upcoming Rollout of Quality of Hire SurveysHi \[Hiring Manager Name\],
Just a quick heads\-up that our Quality of Hire Surveys will go live next week\. For any recent hires on your team, you may start receiving survey requests shortly after\.
As a reminder, these surveys are a direct feedback loop for our recruiting team\.
Your input helps us understand how new hires are performing relative to what we assessed during the interview process, and that insight helps us hire better over time\.
Thank you for being a great partner\!
A well\-built Quality of Hire program drives survey adoption, valuable feedback, and reportable insights\.
#### A few things to carry forward:
Key Takeaways
Start simple
Keep the hiring manager
at the center
Build surveys intentionally
Plan for action
Quality of Hire is more useful when it is lightweight and repeatable than when it is overbuilt from the start\.
Their input is the strongest early signal you have, and the program should be designed to make that input easy to collect\.
Keep the Overall Assessment question, keep forms short, and prioritize consistency over complexity\.
Decide in advance how you will review results and route it back to the recruiting decisions that produced the hire\.
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