The MissionKong is scaling rapidly. We are building a world-class revenue engine, and to do that, we need a Sr Sales Recruiter who doesn't just fill seats but identifies elite talent.

Our sales organisation 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 sales acumen, dig into their deal mechanics, and ensure they have the DNA to close six-figure deals in a fast-paced scale-up environment.

The Role

As the Sr Sales Recruiter, you will own the hiring strategy for our most critical revenue roles (Enterprise & Commercial AEs, Sales Leaders).You will act as a strategic advisor to our APAC Sales 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.

What You Will Do

• 1. MEDDIC-Driven AssessmentGo 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 "lucky" sellers from "strategic" sellers by digging into their process, territory planning, and forecasting accuracy.

• 2. Strategic Sourcing & HeadhuntingBuild and nurture a pipeline of top 1% sales talent (President’s Club winners, top 5% attainment).
• Map out competitor sales organisations and execute targeted headhunting campaigns.
• Sell the Kong vision, equity story, and product value to passive candidates who aren't actively looking.

• 3. Stakeholder PartnershipPartner with Sales Leadership to define "What Good Looks Like" for each specific region and vertical.
• 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.

• 4. Operational ExcellenceDrive a rigorous interview process that balances speed with quality.
• Mentor other recruiters on sales terminology, objection handling, and closing strategies.
• Track conversion metrics to optimise the funnel (e.g., Passthrough Rates, Offer Acceptance Rates).

The MissionKong is scaling rapidly. We are building a world-class revenue engine, and to do that, we need a Sr Sales Recruiter who doesn't just fill seats but identifies elite talent.

Our sales organisation 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 sales acumen, dig into their deal mechanics, and ensure they have the DNA to close six-figure deals in a fast-paced scale-up environment.

The Role

As the Sr Sales Recruiter, you will own the hiring strategy for our most critical revenue roles (Enterprise & Commercial AEs, Sales Leaders).You will act as a strategic advisor to our APAC Sales 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.

What You Will Do

• 1. MEDDIC-Driven AssessmentGo 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 "lucky" sellers from "strategic" sellers by digging into their process, territory planning, and forecasting accuracy.

• 2. Strategic Sourcing & HeadhuntingBuild and nurture a pipeline of top 1% sales talent (President’s Club winners, top 5% attainment).
• Map out competitor sales organisations and execute targeted headhunting campaigns.
• Sell the Kong vision, equity story, and product value to passive candidates who aren't actively looking.

• 3. Stakeholder PartnershipPartner with Sales Leadership to define "What Good Looks Like" for each specific region and vertical.
• 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.

• 4. Operational ExcellenceDrive a rigorous interview process that balances speed with quality.
• Mentor other recruiters on sales terminology, objection handling, and closing strategies.
• Track conversion metrics to optimise the funnel (e.g., Passthrough Rates, Offer Acceptance Rates).