Kingsten Jones

• Led specialty hiring across Core Product, R&D, AI, Search, and Security organizations supporting Rovo Search, ITSM, Jira AI, Central AI, and ML platforms.
• Delivered end-to-end hiring across senior IC (P50–P70) and leadership (M70) talent spanning ML, Backend, SRE, DevOps, Security, and Engineering Management.
• Exceeded hiring goals by achieving 170% of targets across Q2 and Q3, consistently delivering on high-priority and niche technical hiring.
• Closed business-critical roles including the first ML Security Engineer hire and a strategic Search hire within 2 weeksthrough targeted market mapping and executive sourcing.
• Maintained strong hiring performance with PTR as low as 6:1 across key searches and 2:1 for a niche Principal Security ML role, while delivering 0 offer declines and average time-to-fill of 25–35 days.
• Built and scaled recruiting infrastructure through a unified recruiter platform integrating ATS, scheduling, reporting, automation, and analytics to improve recruiter efficiency and hiring velocity.
• Drove data-led hiring decisions through hiring analytics, PTR optimization, talent planning, and workforce insights.
• Partnered with senior leadership on business-critical hiring, workforce strategy, and execution across multiple organizations.
• Mentored recruiters and sourcing teams while closing ~7 highly niche roles within the first 5 months.

• Led hiring across Core Product, Data, and AI organizations supporting Postman Collections, Workspaces, Postbot AI, API Client, Performance Testing, and Automation Testing across 6 product groups.
• Delivered 30+ hires across Senior Engineering Managers, Principal Engineers, AI, Data, and Platform teams while maintaining TAT below 40 days; hired Postman’s first Applied AI Engineer and Forward Deployment Engineer.
• Built the founding team for Postbot AI in partnership with Co-founder Abhijit Kane and led hiring for the founding Performance Testing team, contributing to $2M+ business impact.
• Improved hiring outcomes by reducing PTR from 15:1 to 8:1 through structured hiring, interviewer calibration, onboarding improvements, and hiring quality frameworks.
• Achieved Offer-to-Acceptance >95% and Acceptance-to-Joining >90%.
• Partnered with leadership on P0 hiring prioritization and headcount planning, balancing budget, workforce needs, and talent density across product teams.
• Built talent analytics and recruiting infrastructure across interviewer effectiveness, scheduling, hiring insights, and post-hire performance to drive data-led hiring decisions.
• Drove self-sourced hiring and partnered with RPO, HR Operations, Compensation, and HRBP teams to build scalable pipelines and reduce cost to hire.

• Hired as the founding recruiter to establish the India Engineering Hub, partnering with the Director of Engineering APAC and Head of Engineering to build and scale teams from the ground up.
• Scaled the India Engineering organization from 1 engineer to 18 hires within 6 months, attracting talent from Google, Microsoft, and other leading global product companies.
• Owned strategic and end-to-end hiring across India and APAC (Singapore, Australia), delivering leadership and niche hires including Head of Product Design, Principal Product Designer, and Senior/Principal Engineers.
• Drove talent strategy through market intelligence, compensation benchmarking, workforce planning, and scalable hiring process design.
• Built teams across levels from Intern to Principal, including hiring the first intern in India, while maintaining 35–45% diversity representation across active pipelines.
• Led and mentored an RPO and sourcing team of 4 recruiters, improving hiring quality and delivery outcomes.
• Delivered ~80% PTR from source to offer through targeted talent mapping, executive sourcing, and disciplined funnel management.
• Established scalable hiring foundations through interviewer calibration, onboarding programs, and standardized hiring frameworks across regions.

• Closed 50+ software engineering hires while maintaining a PTR of ~7:1, 0 offer declines, and average req open-to-fill timelines of 30–45 days across the hiring lifecycle.
• Built and maintained high-quality talent pipelines across Software Engineering functions including Backend (L4–L7), Engineering Productivity, Full Stack, Cloud Storage, and Networking teams while sustaining ~40% diversity representation across active candidate pipelines.
• Partnered with Engineering leaders to define hiring priorities, workforce plans, and execute end-to-end hiring across levels from Software Engineer II (L4) to Staff (L6), Senior Staff (L7), and Engineering Managers (M6–M7).
• Owned the complete recruitment lifecycle across sourcing, interviews, Hiring Committee reviews, team matching, compensation discussions, and offer closure.
• Received the Delivery Superstar Award (Q1 2022) and was recognized as the top offer closer in the team, resulting in promotion from Recruiter 1 to Recruiter 2 within 1 year.
• Developed sourcing strategies across LinkedIn, internal ATS, GitHub, and passive talent channels while building long-term candidate relationships.
• Led talent insights initiatives across candidate decline analysis, compensation benchmarking, leveling decisions, and cross-regional offer processes.
• Acted as the POC and project owner for India declines, Xoogler boomerangs, and Rabbit Hole initiatives, driving candidate recovery and conversion outcomes.
• Mentored sourcing teams, accelerated onboarding, and led sourcing jams to build scalable and sustainable talent pipelines.

Owned end-to-end recruitment from sourcing to offer closure, driving data-led hiring strategies and partnering with Hiring Managers on headcount planning and hiring mix.

Partnered with Product, Cloud, Support, and Finance business units to drive end-to-end talent acquisition through market mapping, research, sourcing (active/passive), stakeholder management, and strategic pipeline building across volume and niche hiring.

Delivered end-to-end recruitment across semiconductor, product, and startup clients by driving sourcing strategy, niche and leadership hiring, candidate management, market research, and role-fit based talent matching.