Talent Engineer

Gong harnesses the power of AI to transform how revenue teams win. The Gong Revenue AI Operating System unifies data, insights, and workflows into a single, trusted system that observes, guides, and acts alongside the world’s most successful revenue teams. Powered by the Gong Revenue Graph, AI-powered intelligence, specialized agents, and trusted applications, Gong helps more than 5,000 companies around the world deeply understand their teams and customers, automate critical sales workflows, and close more deals with less effort. For more information, visit www.gong.io. At Gong, you will join a company built on innovative products, ambitious goals, and passionate people. We are shaping the future of revenue intelligence and we want people who are excited to build what comes next. You will work with a team that dreams big, moves fast, and cares deeply about the craft and about each other. Here, transparency and trust are core to how we operate, and every person has the opportunity to make a visible impact. If you want to grow, stretch, and do work that truly matters, Gong is the place to do the best work of your career. ABOUT THE ROLE Today, Gong’s Talent Acquisition team runs on manual processes and disconnected systems — candidate data in one tool, interview data in another, employee data in a third, and no way to see across any of it without someone stitching it together by hand. This role exists to fix that permanently, with a system, not a person doing it manually. You will not recruit . You won't source candidates, screen resumes, or run interviews. Your job is to build the engine underneath all of that: the automations, integrations, and AI-powered workflows that let recruiters and hiring managers actually see what's happening and move faster, without you in the loop for every question. This is a 0-to-1 build. There's no existing talent engineering function here today — you're standing it up wiring all of our disparate systems into a single governed layer that AI tools can actually reason over. Success looks like shipped systems, not proposals: a dashboard that updates itself, a stuck-req alert that never needed a human to notice it, an agent that a recruiter or manager can interact with instead of having to manually find the solution. You'll be evaluated the same way an engineer is evaluated — by what you ship and the measurable difference it makes. Prior recruiting operations experience is useful context, not a requirement. WHAT YOU'LL DO • Unify our systems and make them useful. Connect and integrate Workday (HRIS), Greenhouse (ATS), Gem (sourcing), and BrightHire (interview intelligence). • Build the talent intelligence repository. A governed data and context layer that lets AI tools answer questions using our real definitions and data, with proper permissions — not generic or hallucinated logic. • Build agentic solutions across the hiring lifecycle for things like: • Automated reporting on time in stage metrics • Real-time visibility into bottlenecks in our workflow • A conversational tool that lets talent leadership and managers self-serve pipeline status • Surfacing previously-qualified candidates already in our ATS against new roles • Interview quality and consistency signals from recorded interviews • Predictive flags for at-risk offers • Recruiter workload and capacity modeling • Real input on build-vs-buy evaluation for our talent tech stack. Work directly with your manager to assess where in-house tooling can replace or reduce reliance on outside vendors. • Own outbound sourcing and offer effectiveness. Apply structured experimentation to how we reach and hire candidates — testing messaging, timing, and sequencing to systematically improve response, interest and acceptance rates instead of gues