Kyle J.
Cabral.

Founded and scaled Klaviyo's Executive Recruiting function entirely from scratch — serving as the sole executive recruiter before the volume of searches required hiring, onboarding, and mentoring a peer. Over five years and three promotions, built the complete operating model for executive search at a company that grew 6.7× and went from startup to NYSE-listed.

• Search Volume & Scale: 188 offers extended and 174 accepted across 100+ Director-through-C-Suite searches since Sep 2020 — a 93% offer acceptance rate (vs. 84% national average), 62-day average time-to-fill (vs. 123-day executive search industry benchmark), and 44-day average time-to-hire. Scaled Klaviyo's leadership layer from ~450 employees to ~3,000 as a founding executive recruiter at every stage of that growth.
• IPO & Executive Hires: Partnered on landmark C-suite and senior leadership hires surrounding Klaviyo's IPO (Sept 2023) and post-IPO growth — managing searches directly and in partnership with executive search firms: CTO (direct), CPO (post-IPO, agency partnership), CMO, CRO/President, CIO, Chief People Officer, VP IR, CAO, VP FP&A, SVP Total Rewards, SVP GTM Strategy & Ops, SVP Global Partnerships, VP HRBPs, and more.
• Function Builder: Founded Klaviyo's Executive Recruiting function from scratch — served as sole executive recruiter before hiring, onboarding, and mentoring a peer Executive Recruiter to meet accelerating demand.
• C-Suite & Founder Partnership: Serve as trusted advisor to Klaviyo's CEO, co-founders, CPO, and CTO on all R&D and executive leadership searches, advising on hiring strategy, org design, and talent market intelligence. Own and update the Talent section of Board decks in partnership with the Head of Business Operations.
• Executive Assessment & Panel Design: Design and own executive interview panels for all VP and C-suite searches including VP Engineering, CTO, and Head of AI, structuring assessments with HRBPs and executive decision-makers to evaluate leadership judgment and technical depth. Conduct senior-level references, deploy structured assessments when role complexity warrants, and calibrate hiring manager bars when expectations are misaligned with market reality.
• Executive Comp Architecture: Own end-to-end executive offer creation, rationale, and delivery for all C-suite and VP-level hires, architecting packages including base, RSU refresh, sign-on, equity acceleration, and competing offer strategy. Total Rewards, HRBPs, TA leadership, and FP&A serve as approvers in a process I design, manage, and execute.
• AI-Forward Recruiting: Built a suite of proprietary tools since 2022: (1) Slack-integrated Hiring Manager Co-Pilot (started as a custom GPT, rebuilt in Claude) that gives hiring managers a single destination to learn the process, draft JDs, and generate Alignment Guides autonomously; (2) Executive Search Tracker for real-time pipeline visibility; (3) Candidate Wealth Creation Model to model and present compensation scenarios; (4) AI-powered JD and Alignment Guide generation workflows — collectively reducing time-to-alignment and freeing capacity for high-value candidate and stakeholder work.
• Process & Infrastructure: Led complete redesign of Klaviyo's executive recruiting process — authored the Executive Hiring Playbook, built the company's first recruiting knowledge base, created recruiter onboarding curriculum, and delivered firm-wide recruiter training sessions.
• Candidate Experience: Owned and elevated the executive candidate experience end-to-end — architected Klaviyo's in-person onsite interview process post-COVID at a time when most companies maintained fully remote hiring, coordinating white-glove on-site visits for C-suite and VP-level candidates traveling from across the globe to Klaviyo's Boston office.
• Search Firm Management: Manage external executive search firms in tandem with direct sourcing — selecting, scoping, and holding firms accountable across concurrent retained and contingent searches.
• International Expansion: Actively supported Klaviyo's Dublin, Ireland buildout as part of international expansion — leading EMEA-based executive searches and adapting hiring strategy to local talent markets.
• DEI & ERG Leadership: Authored and executed DEI-focused pipeline sourcing strategies to expand and diversify candidate slates for leadership roles. Founded and chaired Klaviyo's Pride ERG (K-Pride) for four years, building community infrastructure, external partnerships, and advocacy programs before transitioning leadership to develop new voices.
• Team Development: Mentored and onboarded junior recruiters, Principal-level peers, Director of TA – Americas, and the Head of Talent Acquisition — materially influencing team culture, hiring standards, and TA operational strategy.

Contract recruiting engagement at one of the fastest-growing Amazon FBA acquirers in the US. Managed full life-cycle recruitment in a high-velocity environment during a period of rapid company scaling.

• Full-Cycle Ownership: Managed full life-cycle recruitment across Creative, Marketing, Legal, and M&A functions — partnering with senior leadership to continuously reprioritize hiring focus in a high-velocity environment. Placed 16 candidates in 5 months.
• Interview Infrastructure: Co-created core values and structured interviewing frameworks to assess culture-add; built comprehensive hiring manager toolkits covering behavioral interview question banks, non-bias recruiting, diversity best practices, and offer management.
• ATS & Process: Built detailed candidate scorecards and maximized Greenhouse ATS utilization to improve pipeline data integrity and visibility across the TA function.

Full life-cycle recruitment at one of Boston's fastest-scaling restaurant technology companies. Impacted by COVID-19 layoffs in April 2020. Built strong operating cadences and coaching infrastructure during a short but productive tenure.

• Full-Cycle Recruiting: Managed full life-cycle recruitment for Marketing, Accounting, and G&A functions — partnering with hiring managers and key organizational leaders to align on business goals, define role requirements, and build hiring strategy from JD through close.
• Hiring Manager Partnership: Met with hiring managers weekly to calibrate on interview panels, scorecards, and candidate progression — ensuring consistent evaluation standards and right-fit talent placement across every open role.
• Process Ownership: Independently sourced and evaluated candidates, managed interview coordination and debriefs, oversaw offer process end-to-end including equity analysis, approvals, reference checks, negotiations, and background checks.
• Hiring Manager Enablement: Coached new hiring managers on effective interviewing practices, bias-aware evaluation techniques, and scorecard-based assessment methodology.
• Systems & Compliance: Maintained full compliance within Greenhouse ATS and Workday HRIS across all active requisitions.

Promoted twice in two years at a specialized Biotech, Pharma, and Tech executive recruiting firm. Led a team of 5 recruiters and completed an embedded RPO engagement at Blueprint Medicines Corp., placing 25 candidates in 25 weeks. Achieved 120% of annual submittal goal in 2018.

• Performance & Promotion: Promoted twice in two years — achieved 120% of annual submittal goal in 2018, one of only four recruiters company-wide to exceed the performance target for the full year.
• Blueprint Medicines RPO: Embedded as on-site Senior Recruiter (Mar–Sep 2019) — placed 25 candidates in 25 weeks across Research, Drug Discovery, Quality, IT, HR, Legal, Finance, Supply Chain, and G&A. Top placements: Sr. Director of Compliance & Privacy, Director of Information Systems, Director of Corporate Counsel. Partnered with Total Rewards on offer packages and obtained CEO-level approval on executive offers.
• Industry & Function Coverage: Recruited across Biotech, Pharma, and Tech for highly specialized roles including research, drug discovery, project management, manufacturing, biostatistics, supply chain, and data science — building deep cross-functional technical pattern recognition.
• Client Partnership: Acted as extension of client HR departments — partnering directly with client hiring managers and project management teams to align on recruitment strategy, placement goals, and candidate experience.
• Global Sourcing: Built and maintained global candidate pipelines across North America, South America, Europe, and Asia — sourcing passive talent through LinkedIn, network referrals, cold outreach, and job fairs for regional and international leadership searches.
• Team Leadership: Led and mentored a team of 5 recruiters — managing 90-day onboarding cycles, providing ongoing performance coaching, and delivering continued support through proficiency milestones.
• Candidate Development: Educated passive candidates on client company cultures and opportunities — converting passive talent into engaged applicants through consultative career guidance and opportunity matching.

Founded and chaired Klaviyo's LGBTQ+ Employee Resource Group for four years — building community infrastructure, external partnerships, and internal advocacy programs. Transitioned leadership in September 2024 to create growth opportunities for new voices within the organization.