• Serve as the primary Talent Acquisition point of contact for assigned Hiring Managers and People Business Partners. • Partner with PBPs to understand approved workforce plans, hiring priorities, and changes in demand. • Align hiring managers on role requirements, timelines, interview expectations, and decision-making responsibilities. • Provide regular updates on hiring progress, risks, and delivery status. • Own end-to-end execution of hiring for assigned roles, including budgeted, unbudgeted, and replacement positions. • Ensure hiring activity is aligned to approved headcount plans and priorities set by the business and TA leadership. • Step in as a hands-on recruiter when needed to support critical or high-volume hiring. • Monitor delivery progress, quality, and adherence to TA processes and standards. • Escalate delivery risks or capacity concerns to the Director of Talent Acquisition as needed. • Hold partners accountable to agreed-upon service levels and outcomes. • Track and report hiring progress, time-to-fill, and basic performance metrics for assigned roles. • Support a consistent and inclusive candidate and hiring manager experience. • Guide hiring managers on best practices to support equitable evaluation and decision-making.

• Manage the entire recruitment process, from posting job openings to onboarding new hires. • Use CRM and ATS tools to organize and optimize selection processes. • Administer and analyze psychometric assessments to evaluate candidates. • Prepare and present detailed candidate reports. • Deliver trainings and workshops to support continuous employee development.

• Lead proactive sourcing strategies across multiple roles including engineering, product, sales, and technical enablement. • Build deep talent pipelines of passive candidates using advanced Boolean searches, LinkedIn Recruiter, niche forums, communities, and alternative outreach channels. • Leverage creative sourcing tools and platforms (e.g., GitHub, Stack Overflow, specialty groups) to find hard-to-reach talent. • Execute personalized, compelling outreach that captures interest and converts passive talent into engaged candidates. • Cultivate and expand networks by maintaining relationships with prospects over time. • Attend or represent Kong in virtual and in-person industry events and technical communities where top talent congregates. • Partner with recruiters and hiring managers to understand role nuances and ideal candidate profiles. • Influence hiring strategy through market insights, competitor landscape data, and candidate feedback. • Track, analyze, and report on sourcing metrics that measure pipeline health, engagement success, and overall impact. • Advocate and educate the broader recruiting team on best sourcing practices, tools, and trends. • Mentor junior sourcers as needed.

• Hire for Tribe’s most important GTM and delivery roles: Enterprise AEs, Sales Managers, Sales Engineers, as well as key hires for Marketing, Partnerships and Delivery. • Build a scalable, high-quality hiring engine: Create structured processes, scorecards, and interview frameworks that raise the bar as we grow. • Own full-cycle recruiting for all non-technical roles: Source, evaluate, and close exceptional candidates with the technical aptitude and consultative skills required to succeed in applied AI. • Develop strong and sustainable top-of-funnel pipelines: Use outbound sourcing, referrals, events, content marketing and creative research strategies to identify talent in a fast-evolving market. • Partner closely with leadership: Define emerging role profiles, forecast hiring needs, and ensure recruiting strategy maps to business priorities. • Build for leverage: Manage external search partners with clear expectations and performance standards, and identify and onboard any additional support you need to scale. • Drive operational excellence across the funnel: Own analytics for time to hire, conversion rates, and quality of hire. Install improvements that support rapid growth without compromising quality.