Kevin Chong

Technical Recruiter at Meta

Full-cycle RecruitingTalent MappingOffer NegotiationAI Infrastructure SourcingSilicon Hardware RecruitingDEI Advocacy
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About

I'm Kevin Chong, a Technical Recruiter at Meta based in San Jose. My career has been defined by a deep dive into the technical recruitment landscape, moving from agencies like Aerotek to major tech hubs like Yahoo and Meta. I specialize in full-cycle recruiting for complex domains including AI Infrastructure, Silicon Hardware, and Reality Labs. I'm passionate about creating a seamless candidate experience and believe that diversity must be an intentional, top-of-mind priority in every hiring cycle. Whether I'm closing high-level IC roles or mentoring junior team members, my goal is to build high-performing teams through adaptable and inclusive strategies. I'm always happy to share my expertise in navigating the Big Tech landscape or to connect with technical talent looking to make their next big move.

Networking

What I can offer

  • ›Deep expertise in Big Tech recruitment landscapes
  • ›Guidance on navigating technical IC roles (levels 4-7)
  • ›Insights into hardware and firmware talent markets
  • ›Mentorship for junior recruiters and sourcers

Looking for

  • ›expanding my professional network
  • ›exploring mutual opportunities in the technology and recruitment industry

Best fit for

Software and Hardware EngineersHiring Managers in AI and InfrastructureTechnical talent in AR/VRDEI professionals

Current Interests

Reality Labs (AR/VR)AI InfrastructureSilicon HardwareInclusive hiring practicesUniversity Relations

Background

Career

Progressed from on-premise recruiting at Aerotek to full-cycle technical recruiting at Yahoo, followed by senior roles at Meta and a lead position at UNISON before returning to Meta.

Education

Bachelor of Arts (B.A.) in Psychology from San José State University (2013 – 2015)

Achievements

  • ›Consistently achieved a candidate offer closing rate of over 85% at Meta
  • ›Maintained a candidate experience score of 90% and above
  • ›Successfully filled high-level roles (IC levels 4-7) and leadership positions
  • ›Developed internal resource microsites and onboarding guides

Opinions

  • Hiring should be intentional with diversity being top of mind rather than an afterthought
  • Recruiters must be extremely adaptable and flexible to changing business requirements
  • Candidate experience should be seamless and remains a primary metric of success