SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Salary: USD 111,000 - 175,000 / annual
Gong is building a Revenue AI Operating System that helps revenue teams win through unified data, insights, and workflows. This is a 0-to-1 role to establish Gong's Talent Engineering function—a new discipline applying software engineering directly to talent acquisition and recruiting operations.
You will not recruit. Instead, you'll build the systems and automations that enable recruiters and hiring managers to operate more effectively. Your mission is to unify Gong's fragmented talent systems (Workday HRIS, Greenhouse ATS, Gem sourcing, BrightHire interview intelligence) into a single governed data layer that AI tools can reason over and act upon.
Key responsibilities include:
• Integrate and unify disparate talent systems via APIs, webhooks, and data pipelines, ensuring production-grade error handling and rate-limit management.
• Build a talent intelligence repository—a governed data and context layer with proper permissions and definitions that AI agents can reliably query without hallucination.
• Develop agentic solutions across the hiring lifecycle: automated reporting on time-in-stage metrics, real-time bottleneck visibility, conversational self-serve tools for pipeline status, surfacing previously-qualified candidates for new roles, interview quality signals from recorded interviews, predictive flags for at-risk offers, and recruiter workload modeling.
• Own outbound sourcing and offer effectiveness through structured experimentation—test messaging, timing, and sequencing to improve response, interest, and acceptance rates. Build agents that continuously monitor conversion rates, flag performance degradation early, and refine benchmarks as data accumulates.
• Provide input on build-vs-buy decisions for the talent tech stack, working with your manager to identify where in-house tooling can replace external vendors.
• Partner with central People Analytics, HRIS, and IT teams, owning the talent-specific slice of data, automation, and tooling within company-wide governance models.
You'll report directly to the Senior Director, Talent Operations, with technical mentorship from the central AI development team. Success is measured by shipped systems and measurable impact, not proposals. You'll be evaluated like an engineer—by what you build and the difference it makes.
REQUIREMENTS:
• Real production experience integrating with external systems: APIs, OAuth, webhooks, rate limits, error handling—not tutorial-level work.
• Strong scripting and backend skills in Python or TypeScript/Node.
• SQL proficiency; comfortable joining and querying data across systems.
• Hands-on experience with LLM APIs and tool/function-calling patterns. Direct experience with Model Context Protocol (MCP) is a strong plus but not required.
• Sound instincts around permissions and access-control design; you think about data governance proactively.
• Experience designing and analyzing structured experiments (A/B testing, multivariate testing) in any domain, with judgment to distinguish signal from noise in small samples.
• Comfort with ambiguity; this role is being defined as it's built, and you'll help shape the roadmap.
• Recruiting or Talent Acquisition background is a plus, not a requirement. Strong builders who can learn the domain are preferred over domain experts without engineering depth.
NICE TO HAVE:
• Analytics engineering, automation engineering, or solutions engineering experience.
• Familiarity with recruiting or HR systems (Greenhouse, Workday, Gem, BrightHire, or similar).
• Interest in or prior exposure to applying software engineering to talent acquisition and recruiting operations.
