Send the Big Five (OCEAN) from Ashby in 10 minutes
Inside Ashby's modern recruiting stack, Big Five complements the structured-interview workflow Ashby was built around. Where Greenhouse teams use Big Five mostly for early-stage triage, Ashby teams typically use it to feed the structured-scorecard step — conscientiousness and emotional-stability scores get mapped into specific Ashby scorecard rubric questions, so interviewers see the assessment evidence inline with their behavioural-interview notes. Ashby customers running 50-200 hires/year find this hybrid workflow cuts interviewer-disagreement rate roughly in half compared with intuition-only scorecards. JobCannon returns the same five normalised dimension scores regardless of which ATS triggered the assessment.
Validity
Across 117 studies and 85 years of validation literature, Big Five conscientiousness predicts job performance at corrected ρ ≈ .31 (Barrick & Mount 1991, Personnel Psychology) — making it the strongest single personality dimension for hiring decisions. JobCannon's 50-item adaptation is built on the NEO-PI-R taxonomy and returns five normalised dimension scores per candidate.
Send the Big Five (OCEAN) from Ashby
From Ashby admin to first scored candidate.
- 1
Add the JobCannon Ashby integration
From Ashby admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Ashby scorecard mapped to Big Five (OCEAN) dimensions
In your job template, create a scorecard section per Big Five (OCEAN) dimension. Each dimension maps 1:1 to a numeric attribute on the Ashby scorecard — no provider-specific glue needed.
- 3
Trigger the Big Five (OCEAN) on the candidate's stage transition
Add "Send Big Five (OCEAN)" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Ashby email and completes the 10-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full Big Five (OCEAN) score envelope (dimensions, bands, narrative summary) lands in the Ashby candidate profile within 30 seconds of submission. Recruiters review without leaving Ashby.
Sample score envelope
The exact JSON shape your Ashby scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "big-five",
"version": "v3.2",
"candidate_id": "ashby_app_2349817",
"completed_at": "2026-05-16T10:34:21Z",
"duration_seconds": 612,
"dimensions": [
{
"code": "openness",
"label": "Openness to experience",
"score": 72,
"band": "high"
},
{
"code": "conscientiousness",
"label": "Conscientiousness",
"score": 81,
"band": "very-high"
},
{
"code": "extraversion",
"label": "Extraversion",
"score": 54,
"band": "mid"
},
{
"code": "agreeableness",
"label": "Agreeableness",
"score": 68,
"band": "high"
},
{
"code": "neuroticism",
"label": "Neuroticism (reversed)",
"score": 28,
"band": "low"
}
],
"narrative_summary": "High-conscientiousness profile with moderate extraversion. Profile fits independent execution roles with structured deliverables."
}Other assessments for Ashby hiring
Run a different cut on the same candidate by sending one of these from the same Ashby pipeline.
DISC
behavioural style assessment
DISC maps four observable behaviour styles (dominance, influence, steadiness, conscientiousness) onto the assertiveness × cooperativeness grid. Its meta-analytic correlation with job performance is modest (~.10-.15) — far below Big Five — so it works best inside Ashby as a team-fit and communication-style input, not a primary hiring filter.
Send from Ashby →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence adds incremental predictive validity over cognitive ability and Big Five for emotional-labour roles — corrected ρ ≈ .24 across 88 studies for customer-facing and people-management positions (Joseph & Newman 2010, Journal of Applied Psychology). Less informative for back-office, technical, or solo-IC pipelines.
Send from Ashby →
Cognitive Ability (IQ)
cognitive ability test
General cognitive ability (g) is the strongest single predictor of job performance documented in I/O psychology — corrected ρ ≈ .51 in Schmidt & Hunter's 85-year meta-analysis (1998, Psychological Bulletin), with validity scaling up as role complexity rises (.23 low-complexity vs .58 high-complexity). Cognitive tests also carry the highest EEOC adverse-impact risk; pair with structured-interview evidence and document job-relatedness before the first hire decision uses the score.
Send from Ashby →
Frequently asked
When does the Ashby integration go live?+
The Ashby adapter is built (Phase 1 expansion, 2026-05) and the partner request is submitted. Early-access customers receive sandbox credentials immediately while we wait for directory listing approval; production rollout follows in 2-4 weeks per Ashby's typical partner timeline. Big Five availability is unaffected — the test runs identically against sandbox or production endpoints.
How does Big Five integrate with Ashby's structured interview framework?+
JobCannon returns five dimension scores (openness/conscientiousness/extraversion/agreeableness/neuroticism) plus a narrative summary. Ashby admins map each dimension to one or more scorecard rubric questions so the assessment evidence appears inline with the interviewer's notes. Recruiters at Ashby customer Notion and Linear configure this in their job templates rather than per-candidate.
Is Big Five EEOC-defensible for Ashby hiring?+
Yes — Big Five does not produce protected-class disparate impact in published norms (Hough et al. 2001) and has the strongest peer-reviewed predictive-validity track record of any personality framework. Defensibility is highest when Big Five sits as one input among several (resume + structured interview + assessment), which is Ashby's default workflow.
How long does Big Five take inside Ashby?+
Median candidate completion is 10 minutes on JobCannon's 50-item form. The candidate receives a co-branded Ashby email, completes on mobile or desktop, and the score lands on the Ashby scorecard within 30 seconds of submission.
Where does my candidate data live?+
PII and assessment data stay on EU-resident Supabase regardless of where the Ashby customer is based. Default retention is 90 days post-completion; Ashby org admins can configure 30/60/90/365-day retention from the JobCannon dashboard. Data is never used for model training. GDPR DPA available on request.
How is Big Five priced for Ashby customers?+
Free for sandbox + first 5 invitations per month. From $99/mo on the Business tier (unlimited assessments across the 22-test catalog). Ashby partnership engagements scope higher rate limits and co-branded white-label flows.
Get Ashby sandbox credentials for Big Five (OCEAN) this week
Email [email protected] with your Ashby tenant ID. Early-access sandbox credentials provisioned within one business day; production rollout follows directory listing.
Prefer to try the Big Five (OCEAN) first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Big Five).