• 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.

• Focus on either 360 recruitment with a strong emphasis on business development (BD) or contract biller role with a tech focus

• Manage the full end-to-end recruitment lifecycle, including job briefing, sourcing, screening, interviewing, coordinating interviews, and managing offers through to placement • Partner closely with Australian clients to understand hiring requirements, role expectations, and business goals • Source and attract qualified candidates using LinkedIn, job boards, Boolean search, referrals, and other sourcing channels • Recruit for roles within the Australian mortgage industry, including Mortgage Broker Assistants, Credit Analysts, Loan Processors, and Parabrokers • Conduct candidate screenings and interviews to assess qualifications, experience, and role fit • Provide clients with market insights, salary benchmarking, and hiring recommendations • Manage client relationships, ensuring excellent communication, responsiveness, and delivery quality • Maintain and update candidate and client records in the ATS and ensure accurate documentation • Coordinate interview scheduling, feedback collection, offer negotiation, and onboarding support • Meet recruitment KPIs, placement targets, and turnaround time expectations • Work efficiently in a fast-paced, high-volume recruitment environment while maintaining quality and accuracy • Build and maintain a strong pipeline of qualified candidates for current and future hiring needs