GTM Recruiter (Contract)

Kong

About The Position

Kong is scaling rapidly. We are building a world-class revenue engine, and to do that, we need a GTM Recruiter who doesn't just fill seats but identifies elite talent. Our sales organization operates on MEDDIC. We believe that rigorous qualification applies just as much to hiring as it does to selling. We are looking for a talent partner who can audit a candidate’s GTM acumen, dig into their operational and executional mechanics, and ensure they have the DNA to drive big wins and make a big impact. As a GTM Recruiter, you will own the hiring strategy for some of our most critical roles in the CRO org. You will act as a strategic advisor to our GTM Leaders and you won’t just be passing over resumes; you will be conducting deep-dive competency interviews to ensure every candidate we hire raises the bar.

Requirements

Experience: Full-cycle recruiting experience, with a heavy focus on B2B SaaS / Enterprise Software Sales.
Methodology Native: You are fluent in MEDDIC / MEDDPICC. You know the difference between a Champion and a Coach, and you know how to test a candidate's grasp of these concepts.
Scale-Up Resilient: You thrive in ambiguity. You can build a plane while flying it and adapt quickly when priorities change.
Hunter Mentality: You don’t rely on inbound applicants. You enjoy the hunt and have a creative toolkit for finding hidden talent.
Data-Driven: You use data to influence decisions and track your own performance.

Responsibilities

Strategic Sourcing & Headhunting
Build and nurture a pipeline of top talent
Map out competitor sales orgs and execute targeted headhunting campaigns.
Sell the Kong vision, equity story, and product value to passive candidates who aren't actively looking.
Stakeholder Partnership
Partner with GTM Leadership to define "What Good Looks Like" for each specific role, region, and function.
Provide real-time market data to hiring managers regarding salary bands, talent density, and competitor compensation.
Challenge hiring managers when necessary - you are the expert on talent.
Thorough Candidate Assessment
Go beyond the resume: Assess candidates on their specific deal mechanics. (e.g., "Who was the Economic Buyer in your biggest win?" "What Metrics did you use to build the business case?")
Filter out drivers from passengers, lucky sellers from strategic sellers, etc. by digging into their process, business, and achievements.
Operational Excellence
Drive a rigorous interview process that balances speed with quality.
Mentor other recruiters on GTM terminology, objection handling, and closing strategies.
Track conversion metrics to optimize the funnel (e.g., Passthrough Rates, Offer Acceptance Rates).