Hatch caught up with Luke, Talent Acquisition Partner at Klaviyo to learn more about how the team has tackled growth in a new market.
We were intrigued to learn how Klaviyo has been able to grow its APAC team at such a remarkable pace, with their current 30-40%YoY growth trajectory. Our chat with Luke covers the company’s expansion in Australia, their unique approach to hiring and how they’re building a values-first culture across the region.
What does Klaviyo do?
Luke: Klaviyo is in the business of powering smarter digital relationships. We work exclusively with B2C businesses to help them transform their data into a more valuable customer experience across all traditional touchpoints like web, SMS, email, and reviews. It's all happening seamlessly within Klaviyo’s platform, allowing businesses to grow their revenue faster and more efficiently. We currently have about 157,000 customers globally, and the impact we’re having is huge.
When was Klaviyo founded, and how has it grown since?
Luke: Klaviyo was founded in 2012 by Andrew Bialecki, our CEO. A few years later, we hired our first global employee. We opened our Sydney office in 2022 with about 10 full-time employees—this is the only office we have in the APAC region. In 2023, we went public, and by the time I joined a couple of months ago (September 2024), the team had grown to over 110 employees. In that short time, we’ve effectively doubled our headcount, and this growth trajectory is only going to continue.
How involved have you been in hiring for new roles across the business?
Luke: It’s been a fast-paced but exciting journey! Our Talent Acquisition team has been pretty lean, there’s just one full-time employee and a fractional consultant helping out. What’s been great is that the hiring leaders across sales, customer success, and marketing have been very hands-on in sourcing talent, running interviews, and playing a key role in the final stages of closing candidates. The collaboration has really made a difference.
That hybrid approach to talent acquisition seems to be becoming more common. Is it something you’re seeing more of in the market?
Luke: Absolutely. If you don’t have your hiring leaders actively partnering with Talent Acquisition, you could lose your competitive advantage. The best candidates often have multiple offers, and if it’s just the TA team communicating with them, the experience can feel like a questionnaire rather than a true conversation. But when hiring leaders are involved, it creates a much more personalised experience, which is crucial, especially when talent is so competitive.
Tell us about your background. How did you end up at Klaviyo, and what’s been your focus since you joined?
Luke: I’ve been in recruitment for around 13 years, working across a variety of sectors like tech, legal, public sector, and non-profits. Before joining Klaviyo, I knew the previous recruiter who was exiting the role, and they reached out to me about the opportunity. I was already familiar with Klaviyo, having worked with a few people from the company, and when I saw the growth potential and the impact I could make, I knew it was the right move. It’s been an exciting few months since joining, and I’m focused on helping the team scale successfully as we continue to grow.
With your extensive experience, how does Klaviyo compare to your previous roles?
Luke: What really stands out at Klaviyo is the scale of growth we’re seeing. A lot of tech companies are in consolidation mode right now, but Klaviyo is still growing by 30-40% year over year. It’s rare to see a company of this size doubling its headcount in such a short period. The pace can feel like a rollercoaster at times, but that’s exactly what makes it such an exciting opportunity. It’s a chance to grow, stretch, and accelerate your learning, all while contributing to a rapidly scaling business.
How have you approached building an employer brand for Klaviyo in Australia?
Luke: Building an employer brand in a new market requires a multi-faceted approach. I’m part of the APAC People Experience team, which focuses on a lot of different areas, including office management, employee experience, and of course, TA. We constantly monitor external trends like Glassdoor reviews and our internal surveys to understand where we can improve and grow.
In addition, I’ve worked closely with our marketing team. We’ve done some great out-of-house marketing recently, partnering with clients like Budgie Smuggler and Hi Smile. That’s created a lot of traction, particularly after South by Southwest. But at the end of the day, I believe brand is all about how people feel about your company. And to me, it starts with our people, what we stand for, where we want to go, and how we ensure we’re hiring the right folks to help us get there.
How would you describe the hiring process at Klaviyo?
Luke: While it’s not drastically different from the traditional tech hiring process (recruiter screen, hiring manager interview, practical assessment, and a final panel interview) what sets us apart is how intentional we are at each stage. At every step, we focus on giving candidates a real sense of what the role will be like in practice, rather than just asking them theoretical questions. It’s a way for us to assess not just their skills, but also their fit for the fast-paced and evolving nature of the business.
We also make a point of giving candidates a tour of our office and introducing them to people they might be working with. This helps them get a feel for the environment and the culture before making a decision.
What do you look for when assessing cultural fit during the hiring process?
Luke: At each stage of the process, we reference our company values. For example, if we’re hiring for a lead generation role, we’ll look for candidates who are always learning, take ownership of their work, and show ambition, those are three of our core values. These values help determine success in that kind of role, where we can’t rely solely on past experience. We tailor our interview questions to assess how candidates align with these values, which ultimately helps ensure cultural fit.
You’ve had a varied career in talent acquisition. For someone just starting out in the industry, what advice would you give them?
Luke: One piece of advice I’ve always taken to heart is to position yourself as the “dumbest person in the room.” This doesn’t mean being self-deprecating; rather, it’s about maintaining a growth mindset and learning from everyone you meet. Whether it's a CEO or a barista, there’s always something to learn from others. This mindset has helped me continuously grow and stay self-aware of my blind spots.
Another thing I believe in is the power of giving back. In our role as talent leaders, we’re dealing with people, sometimes at their best, sometimes at their worst. If we can help others, even if they’re not the right fit for our business, that goodwill pays off in the long run. It’s a small world, and a good deed doesn’t go unnoticed.
What’s next for you at Klaviyo? Are there any exciting goals or projects you’re working on?
Luke: I’m really excited about our partnership with Hatch. You have tapped into a market that’s often overlooked in TA, the universities and non-traditional backgrounds of candidates looking for their first professional job. I’m thrilled about the opportunities that the partnership will bring.
Looking ahead, I’m also excited about monitoring our continued growth. In six months, I’ll have much more data on how we’ve been able to promote folks internally, grow headcount, and scale our teams across the region. The journey is just getting started, and I can’t wait to see where it takes us.
Learn more about life at Klaviyo
From our fantastic conversation with Luke, it’s clear that Klaviyo’s values-first approach to hiring and employer branding is driving their rapid success in new markets. To learn more about life at Klaviyo and explore current opportunities, check them out on Hatch.
