At Klaviyo, we’re Built Different: a company of builders who take ownership, operate with candor, and believe we’re 1% done. That mindset shapes how we think about the employee experience. Every milestone, every ritual, every moment of recognition should reinforce what makes this company special and make Klaviyos feel proud to be here.

We’re seeking a Manager, Employee Engagement to own the strategy, design, and delivery of the programs and moments that define what it means to be a Klaviyo employee. Where our Workplace Experience team owns the physical environment and local hub programming, this role owns the employee journey: the signature company moments, lifecycle touchpoints, recognition systems, community strategy, and cultural storytelling that connect Klaviyos to each other and to the company’s mission, no matter where they sit.

This is a people leadership role within the Communications, Workplace & Experiences organization, reporting to the Head of Communications, Workplace & Experiences. You’ll build, develop, and inspire the Employee Engagement team while partnering closely with Internal Communications, Workplace Experience, People Operations, KRGs, L&D, and Employer Brand to create a cohesive, integrated employee experience. The ideal candidate is equal parts culture architect, program operator, and people leader: someone who can set a long-term vision for how Klaviyo shows up for its people, build the playbooks, systems, and measurement frameworks to deliver it at scale, and grow a team that makes it all happen.

How You’ll Make a Difference

• Lead, hire, coach, and develop the Employee Engagement team. Set clear expectations, create space for growth, and build a team culture that mirrors the experience you’re designing for the rest of the company.
• Own the strategy and end-to-end delivery of Klaviyo’s signature company moments: CKO, mid-year and holiday celebrations, Customer First Day, BFCM and quarterly release activations, K:BOS, and Open Enrollment/Wellness Week. These are the high-visibility, cross-company experiences that define our culture.
• Ensure every signature moment is story-led and customer-connected. If a program doesn’t have a crisp narrative tied to a customer, product, or company moment, redesign it.
• Architect and own the key lifecycle touchpoints that shape the Klaviyo employee journey: onboarding milestones, work anniversaries, employee appreciation, career transitions, and new parent moments. Make each one feel personal, intentional, and distinctly Klaviyo.
• Build and operationalize a rewards and recognition strategy that celebrates Klaviyos meaningfully and reinforces our values and builder culture. Own the recognition programs, peer and leadership nomination processes, and the systems that support them.
• Design and manage learning and connection moments such as Klaviyo Bites & Insights, Hackathons, Demo Fairs, and Peer/Leadership Coffee Chats that create cross-functional connection and celebrate the work.
• Own the community strategy: build a playbook and formal process for Heritage Months, define the Heritage Month strategy and cadence, and formalize the KRG leadership structure and support model. Ensure community-led programming has strategic direction and the resources to deliver impact.
• Own swag as a culture engine. Lead the global swag strategy, including the online swag store, anniversary and new hire kits, new parent gifts, and signature moment merchandise (BFCM, CKO, etc.). Every piece of swag should reinforce Klaviyo pride and feel intentional, not transactional.
• Build the playbooks, frameworks, and measurement systems that enable scalable, consistent execution of engagement programs across all locations. Define what good looks like and make it repeatable.
• Partner with people analytics to establish the employee listening program. Use survey data, qualitative feedback, and program metrics to continuously iterate on what’s working and make the case for what’s next.
• Translate the Employee Experience strategy into a clear annual programming calendar, aligning signature moments, lifecycle activations, community programming, and swag drops into a cohesive narrative arc for the year.
• Partner with Workplace Experience to ensure signature moments and cultural programming land well in every hub. You set the strategic intent and creative direction; WX brings it to life locally with programming adapted to each office’s unique needs.
• Partner with Internal Communications to ensure every employee experience moment is amplified with clear, compelling storytelling that reinforces the Built Different narrative.
• Drive culture alignment initiatives that reinforce Klaviyo’s ways of working, shared values, and sense of belonging across our distributed workforce.

Who You Are

• 8+ years of experience in employee experience, employee engagement, event strategy, internal communications, or a related field, with at least 2+ years leading and developing teams. Experience in a fast-growing tech or high-growth environment is strongly preferred.
• A proven people leader and culture builder who believes deeply in the power of employee experience to drive engagement, retention, and organizational health. You hire well, develop with intention, and create an environment where your team thrives.
• Equally comfortable setting a long-term strategic vision and rolling up your sleeves to execute programs with precision and care.
• A strong program manager with experience building and operationalizing complex, multi-stakeholder initiatives from scratch. You build the system, not just the event.
• An empathetic listener who uses data and employee feedback to shape programs that resonate across a diverse, global workforce.
• Creative and innovative in how you design employee moments, with an eye for what feels modern, relevant, and human. You have strong taste and a high bar for quality.
• A collaborative, cross-functional partner who builds trust quickly and influences without authority. You know how to align stakeholders and create shared ownership.
• Clear and compelling in how you communicate. You can translate ideas into narratives that inspire action and connect individual moments to the bigger cultural story.
• Energized by working in a fast-paced, evolving environment where you’re building something meaningful. Comfortable with ambiguity and wired to create structure from it.
• Bachelor’s degree in communications, marketing, human resources, or a related field, or equivalent experience.

We are looking for a Go-to-Market Recruiter to join our Talent Acquisition team in a contract capacity. In this role, you will have the chance to build relationships with our go-to-market leaders and contribute to the hyper-growth of Klaviyo, influencing the culture and business tremendously with the remarkable people you bring into the company! You'll own your recruiting numbers (sourcing, screening, and hiring) and draw insights from analytics to make our hiring process smarter and more efficient.

How You Will Make a Difference:

• Build pipelines of candidates: Our sales team is consistently hiring, so a key aspect of this role is working with our hiring managers to develop strategies to find qualified, diverse candidates. You’ll build talent networks through proactive market research, outreach, and candidate experience. 
• Own the process: From sourcing passive candidates to closing offers, you will be responsible for providing all candidates with an exceptional experience and ensure Klaviyo is engaging with and hiring exceptional people who will help take Klaviyo to the next level.
• Build relationships: Your empathy and customer-first approach will forge lasting relationships with both candidates and hiring managers.
• Be an ambassador: Whether through Klaviyo’s Social Media channels, a recruiting event or LinkedIn outreach, you are an ambassador for Klaviyo and in most cases, the first impression a candidate will have of the company. You’ll take a balanced approach that makes a candidate feel like an individual while keeping in mind Klaviyo’s business objectives.
• AI fluency and adoption: Leverage AI tools and automation to streamline recruiting workflows, reduce administrative burden, and increase capacity to focus on high-impact hiring work

Who You Are:

• 7+ years of recruiting experience, with significant experience hiring within sales, customer success, and marketing
• Strong sourcing expertise and passion for identifying passive talent
• Ability to influence and advise senior stakeholders on role scoping, leveling, and talent market dynamics
• Data-driven approach to managing pipelines and measuring recruiting performance
• Comfortable operating in fast-paced, evolving environments
• High level of ownership, accountability, and sound judgment
• Ability to recognize the balance between business needs and providing a stellar candidate experience

Please note that this is a contract position based in our Boston office; this is an hourly role and will be paid through an external partner. 

Klaviyo’s Talent Acquisition team is scaling quickly, and the systems that power recruiting need to scale with us.  We’re looking for a Talent Acquisition Systems & Automation Lead - someone who sits at the intersection of recruiting, data, and workflow design. This role is ideal for someone who understands the day-to-day realities of recruiting but is energized by improving the systems behind it.

You won't just support recruiting operations. You'll build the infrastructure that makes great recruiting faster, smarter, and higher-impact, turning operational data into insights that drive better hiring decisions.

You’ll partner closely with recruiters, coordinators, and TA leadership to improve workflows, automate repetitive tasks, maintain system health, and experiment with new tools that make our team faster and more effective.

This role is a launchpad into deeper recruiting systems and automation work, giving you the opportunity to build real operational muscle while learning how modern recruiting teams scale.

What you’ll do:

• Improve Recruiting Workflows. Partner with recruiters and sourcers to identify friction in the recruiting process and redesign workflows that make hiring faster, clearer, and more consistent. You’ll translate real recruiting pain points into operational improvements across our ATS, sourcing tools, and reporting strategy.
• Introduce Smart Automation. Look for opportunities to automate repetitive recruiting tasks and reduce manual work.  You don’t need to be an engineer, but you should enjoy experimenting with automation tools and learning new ways for our systems to connect.
• Maintain Data Integrity. Strong recruiting operations rely on clean, trustworthy data.
• You’ll monitor the health of our recruiting data and implement processes that prevent errors before they happen.
• Turn Data Into Direction. Build the reporting infrastructure that gives TA leadership clear, actionable visibility into pipeline health, recruiter capacity, and hiring trends. Your work won't just surface what's happening — it'll shape what we do next, helping the team make faster, higher-confidence decisions.

What makes someone successful in this role?

You think in systems, not just tasks. You naturally ask, “Why does this work this way?” and “Could this be simpler?” You enjoy making processes smoother and helping teams work more effectively. You’re comfortable sitting at the intersection of people, process, and technology. You like learning new tools and figuring out how they connect.

Qualifications:

• 8+ years of experience in operations, or talent programs
• Exposure to low-code tools, workflow automation tools, or AI tools
• Experience working with an ATS (Greenhouse preferred)
• Strong attention to detail and process consistency
• Comfort working with data and reporting tools
• Strong track record of improving automation, systems, and workflow design
  
  

We use Covey as part of our hiring and / or promotional process. For jobs or candidates in NYC, certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound on April 3, 2025.

Please see the independent bias audit report covering our use of Covey here

At Klaviyo, our engineering, product, and data teams are building the future of customer technology at massive scale — solving hard technical problems, shipping rapidly, and driving outsized business impact. As the Director, R&D Talent Acquisition, you’ll play a critical role in shaping these teams by leading our technical recruiting strategy.

You’ll report to the Senior Director, Global Talent Acquisition and partner closely with senior technical leaders across Engineering, Product, and Data, as well as others across the business, to understand, anticipate, and deliver against Klaviyo’s ambitious growth. You’ll be empowered to think creatively about how to attract, assess, and close top technical talent — all while leading, developing, and scaling a team of high-performing recruiters.

How You’ll Make a Difference:

• Lead and inspire a technical recruiting team by setting clear productivity metrics, goals, and efficiencies that elevate performance and drive excellence.
• Partner directly with senior technical executives (CTO, VPs of Engineering, Product, and Data) to deeply understand their hiring needs and build strategies that deliver the talent needed to scale Klaviyo’s technical roadmap.
• Design and optimize technical recruiting processes, from sourcing through assessment, ensuring world-class candidate experiences and highly effective engineering evaluations.
• Innovate in technical sourcing by developing creative strategies across platforms like GitHub, Covey, JuiceboxAI, LinkedIn Recruiter, and technical communities, while tailoring approaches to diverse technical talent pools.
• Champion equity, diversity, and inclusion in technical hiring by building programs that expand access and opportunity, and using data to track and measure impact.
• Implement progressive global hiring strategies, collaborating with EMEA TA partners to build a consistent yet adaptable technical recruiting approach.
• Elevate candidate experience by ensuring communication, feedback, and technical assessments are transparent, engaging, and reflective of Klaviyo’s engineering culture.
• Train and mentor recruiters on technical sourcing, engineering assessment frameworks, and emerging recruiting technologies, fostering a culture of continuous learning and growth.
• Leverage data and insights to challenge the status quo, optimize funnel health, and continually improve recruiting effectiveness and scalability.
• Maximize recruiting technology by driving best-in-class usage of Greenhouse, LinkedIn Recruiter, Guide, BrightHire, and other platforms to boost efficiency and candidate engagement.
• Transform workflows by putting AI at the center, building smarter systems and ways of working from the ground up.

Who You Are:

• 10+ years leading Talent Acquisition strategies at scale, with significant focus on technical recruiting for engineering, product, and data functions.
• 5+ years of direct people management experience; preferably leading high-growth technical recruiting teams in fast-paced, agile environments.
• Strong understanding of technical talent markets and engineering assessment practices (coding interviews, take-home assignments, system design evaluations).
• Skilled at building trusted partnerships with technical executives and hiring managers, with a proven ability to influence and deliver at the executive level.
• Excellent written and verbal communication skills, with the confidence to represent Klaviyo to senior leaders and candidates alike.
• Deeply data-driven in how you evaluate recruiting health, sourcing strategies, and EDI initiatives.
• Maniacally focused on operational excellence and continuous improvement.
• Intellectually curious with a candidate- and customer-first mindset.
• Experience with Greenhouse ATS is preferred but not required.
• Familiarity with technical platforms and communities (GitHub, Stack Overflow, HackerRank, etc.) is a strong plus.
• You’ve already experimented with AI in work or personal projects, and you’re excited to dive in and learn fast. You’re hungry to responsibly explore new AI tools and workflows, finding ways to make your work smarter and more efficient.

Why this role matters:

At Klaviyo, we’re not just filling roles — we’re building the technical teams that will define the future of our company. This is a chance to own the strategy and execution of technical recruiting at scale, shape Klaviyo’s technical hiring brand, and directly influence how we attract, assess, and hire the best technical talent in the world.

We use Covey as part of our hiring and / or promotional process. For jobs or candidates in NYC, certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound on April 3, 2025.

Please see the independent bias audit report covering our use of Covey here