Hire-eligible assessments inside the Ashby pipeline.

In brief

Ashby customers will add JobCannon as an Assessment Partner from their Ashby admin once we land the partner directory listing. The adapter mirrors our Greenhouse integration architecturally — Basic Auth, list_tests / send_test / test_status / response_error endpoints — and uses the same 49-test hire-eligible catalog (Big Five, DISC, EQ, integrity, cognitive ability, etc.). Recruiters trigger an assessment from the candidate stage in Ashby; JobCannon emails the candidate, scores their submission in under a second, and returns the standardised result envelope to Ashby via webhook. Sandbox-first: every customer starts with sandbox credentials and graduates to production after a successful send → complete → score test cycle.

How it works

From Ashby admin to first scored candidate.

1. 1

   Submit Ashby partner request

   Ashby's assessment partner programme is on direct outreach. JobCannon submitted a partnership request 2026-05; sandbox credentials provisioned to early access customers immediately.

2. 2

   Add JobCannon credentials in Ashby

   Once approved, Ashby admin adds JobCannon as an Assessment Partner. Basic Auth credentials are provisioned per Ashby tenant (sandbox first).

3. 3

   Recruiter assigns tests to stages

   In the Ashby pipeline, drop a JobCannon assessment onto the appropriate stage. Choose from 49 hire-eligible tests.

4. 4

   Send → score → return

   Recruiter sends; candidate completes; JobCannon webhooks the result envelope back to Ashby. Sub-1s scoring; exponential-backoff retries on transient failures.

5. 5

   Result on the Ashby scorecard

   Ashby displays the JobCannon result on the candidate scorecard — the outcome in words, one row per measured dimension with the metric named beside it, and a link to the full report. No single overall number, because one would mean something different for each test. Standardised envelope means the same scorecard renders for any of the 49 tests.

Ashby hiring deep-dives

Each landing answers the long-tail question “is this test EEOC-defensible for Ashby hiring, how long does it take, and what does the score envelope look like?”

Why teams pick JobCannon for Ashby

• 49 hire-relevant assessments — Big Five, DISC, EQ, IQ, integrity, cognitive ability, conflict styles — behind one result envelope, not vendor-curated role quizzes.
• Multi-tenant org isolation by design — each customer's candidates are isolated at the row level (RLS), so the same adapter serves Greenhouse, Ashby, Lever and Workable from one codebase.
• Standardised result envelope — every assessment returns the same shape (dimensions[].score) so your ATS can rank candidates without provider-specific glue.
• Sandbox on the same credentials — pass `sandbox: true` on any invite (or use an ATS credential flagged `is_sandbox`) to run a full send → complete → score cycle that sends no email, counts toward no quota, and never appears in a production view.
• EU-resident data + GDPR-ready DPA — assessments and PII stay on EU Supabase, and erasure runs against a per-table registry with a verification pass that reports any row it could not remove.

49 hire-eligible assessments, multi-tenant org isolation, sandbox mode on every API key, scoring returned the moment the candidate finishes, REST + result callback delivery. The assessment API is part of the Scale tier: $199/mo flat, 200 assessments included — every instrument you assign spends one, so an invite carrying three tests spends three. Past the cap sending does not stop: assessments above the allowance are $2 each, recorded and invoiced separately after the period. Sandbox invitations send no email and do not count toward the included volume. Lower tiers include assessments but not API access.

Frequently asked