Ashby vs GoodTime (2026)

Ashby

by Ashby

GoodTime

by GoodTime

Pros

• ✓Analytics is native to every workflow rather than a bolt-on reporting layer, covering hiring funnel, source ROI, hiring manager performance and cohort analysis without leaving the ATS.
• ✓Ashby publishes its own MCP server in beta, so Claude, ChatGPT or Cursor can query the pipeline and take actions inside Ashby directly, which very few ATS vendors currently offer.
• ✓Entry pricing is genuinely public at $300 per month for teams of 1 to 10, which is a materially better evaluation experience than Greenhouse, Lever or Workable, all of which gate pricing behind sales.

Limitations

• ⚠Anything past 100 employees moves to the quote-only Plus or Enterprise plan, so the growth stage most typical of Ashby customers cannot estimate budget without a sales conversation.
• ⚠The pricing calculator loads on the 11 to 25 employee band rather than the minimum, so the first figure a buyer sees is $400 per month rather than the $300 entry price.
• ⚠Only SOC 2 Type 2 and SOC 1 Type 2 are badged on the trust center: GDPR and CCPA appear in the privacy policy as processor-role descriptions rather than certifications, and no AI training policy is published.

Pros

• ✓Cori AI agent orchestrates multi-stakeholder interview scheduling end to end autonomously 24/7: panel availability alignment across interviewers, hiring managers, recruiters, and candidates runs without manual coordination, eliminating the scheduling bottleneck that limits enterprise hiring velocity.
• ✓18 verified integrations spanning 6 ATS systems, 3 HRIS platforms, interview tools, SSO, and collaboration tools: the broadest confirmed integration footprint of any interview scheduling platform in this audit, with all integrations included across plans at no extra cost.
• ✓G2 independently rates GoodTime as having the best ROI for enterprise hiring teams in the interview scheduling category: an externally validated ROI claim provides stronger procurement justification than self-reported outcome metrics from vendor marketing.

Limitations

• ⚠Custom enterprise pricing with no public rates and candidate-volume-based billing model: all pricing requires a custom proposal via sales contact, which disqualifies GoodTime for organizations with procurement requirements that mandate upfront pricing comparison before vendor engagement.
• ⚠Purpose-built for interview scheduling and coordination rather than full-cycle recruiting: GoodTime requires an existing ATS for hiring workflow management, making it an additive investment on top of Greenhouse, Lever, or Workday rather than a replacement, which increases total HR tech spend.
• ⚠Interview coordination depth requires sustained adoption across the full hiring team to deliver best outcomes: recruiters, hiring managers, and interviewers all need to operate within GoodTime consistently, requiring change management investment beyond technology deployment alone.