Kong is Great Place To Work Certified(TM) in the US for the fourth time. Gunjan Aggarwal Chief People Officer, Kong Kong has been named Great Place To Work Certified(TM) in the US for the fourth time. The certification comes straight from the people who'd know best: 95% of employees at Kong say it's a great place to work, compared to 57% of employees at a typical U.S.-based company. What Great Place To Work Certification actually measures. Great Place To Work runs a survey called the Trust Index(TM). It includes 60 statements and two open-ended questions, answered directly by employees. The survey measures five things: credibility and honesty from leadership, respect, fairness, pride in the work, and a sense of belonging. Companies don't write their own review. Employees do. To earn the certification, roughly 7 in 10 employees need to report a consistently positive experience. Kong cleared that bar at 95%. What kongers say. The numbers give a pretty clear picture of how people experience working at Kong: * 97% say they're able to take time off when they think it's necessary * 97% say they were made to feel welcome when they joined the company * 94% say management is honest and ethical in its business practices * 94% say they can be themselves at work * 93% say they feel they make a difference Four certifications in, a lot has changed. This isn't a one-off. Kong has now earned Great Place To Work Certification(TM) four times. This year, Kong Inc. were also named to Fortune's Best Workplaces in the Bay Area(TM) 2026 list, where Kong Inc. ranked #30 in the small and medium category. Kong has grown while Kong Inc. has done this. The company now has 332 U.S.-based employees as part of a global team headquartered in San Francisco. Keeping a strong culture as a company grows isn't easy, which makes four certifications over time more meaningful than a single recognition. Trust is the product, too. Kong builds the layer that governs how APIs and AI traffic move, securely, reliably, and at scale. That only works if the people building it trust the system they're operating in. An engineer who doesn't trust their leadership isn't going to build infrastructure other companies trust their traffic to. At Kong, speed and governance aren't a trade-off. Neither are growth and culture. The same discipline that goes into the platform goes into how the company treats the people building it. What sets a career at Kong apart. The survey numbers describe how people feel. Here's a piece of why: the work itself. The problems Kong is solving right now didn't exist in this form a few years ago. Governing AI traffic, securing token flow, and connecting models across any cloud are all part of a category that is still taking shape. Someone joining today isn't maintaining a mature product category. They're helping define one while it's still being written. That shows up in how work actually gets done, too. Kong is still small enough that one person's decisions don't disappear into a chart of boxes, and things move fast because the ground underneath is moving fast too. Ask its Chief People Officer. Gunjan Aggarwal, Kong's Chief People Officer, shares what these numbers look like in practice and what it takes to build and maintain a culture people want to be part of. 94% of employees say they can be themselves at work. What does Kong actually do to make that true, day to day? Not the policy, the practice? For Kong Inc., it's about creating an environment where people feel comfortable speaking up, asking questions, disagreeing respectfully, and bringing their own perspective to the table. Kong Inc. want people to feel they can have a point of view without feeling like they need to conform. Leaders have to model that behavior, too. If people see that it's okay to listen, change your mind, or say, "I got that wrong," they're much more likely to do the same. 97% say they felt welcome when they joined. Walk through what a new hire's first two weeks actually look like. The first couple of weeks are about building context and relationships. There's a lot to learn at Kong, so new hires meet their teams, see how their work connects to the bigger picture, and learn who to ask when questions come up. You'll also get a new hire swag gift to kick things off. * Contribute early: You don't have to wait six months to have an opinion at Kong. Being new gives you a perspective the rest of Kong Inc. have lost, and Kong Inc. want it early. Every month, new hires get an AMA with members of its executive leadership team. Ask what's actually on your mind. * Get recognized: Good work gets seen fast. New hires get shout outs at WKU as soon as they've earned one. Each month Kong Inc. also call out the most creatively named API built by a new hire. * Wherever you work from: Many roles and teams start their first day or week together in an office. Its sales team runs in person onboarding boot camps. And on day one, every new hire, remote or not, joins a live orientation to meet that week's other new joiners. * Say hello: Drop into its Cheers and Celebrate channel and introduce yourself. Kong has grown a lot in four years. What's the hardest part of keeping trust high as headcount scales? You can't assume culture will take care of itself. As you grow, informal communication becomes harder, so you have to be much more intentional about keeping people connected and informed. It's important that people understand what's happening across the company, why Kong Inc. is making certain decisions, and where Kong Inc. is headed strategically. When people have that context, they can make better decisions and stay aligned, even as the organization gets bigger. What's a piece of employee feedback, good or hard to hear, that changed something at Kong? As Kong Inc. has grown, employees have helped Kong Inc. see where processes that worked well for a smaller company were starting to create friction. That feedback isn't always easy to hear, but it's important. It's reinforced that growth shouldn't mean adding process for the sake of process. Kong Inc. want enough structure to help people succeed without creating unnecessary barriers to getting things done. I'd want candidates to understand that Kong is a place for people who want to work on hard problems and have a real impact. The space Kong Inc. is working in is changing quickly, and there's still a lot to figure out. That makes the work exciting, but it also means you need to be comfortable with ambiguity and moving quickly. At the same time, Kong Inc. care about how Kong Inc. work together. You can have high standards, move fast, and still treat people well. If you want to help shape something that's still being defined, Kong is a pretty special place to do that. Gunjan Aggarwal Chief People Officer, Kong Kong and Straiker: runtime security and agent-level control for AI agents. September 10, 2026 Kong AI Gateway handles the traffic patterns production agent systems depend on. The Straiker integration can be applied to configured traffic so the relevant request context is evaluated before the action continues. For LLM traffic, Straiker evalua Parth Shah Kong recognized as a Fortune Best workplace in the Bay Area. News July 29, 2026 This recognition is especially significant because it reflects the voices of its employees. After becoming Great Place To Work(R) Certified(TM), Kong earned a place on the list, with 94% of employees saying Kong is a great place to work. Awards are alwa Gunjan Aggarwal Kong gets a new look with electric agentic-era rebrand. News September 21, 2026 So much has changed since its co-founders Augusto "Aghi" Marietti and Marco Palladino first started building a company back in Milan in 2009. Kong Inc. were the API connectivity company. But today, Kong Inc. is the AI connectivity company In order to make pe Juliette Rizkallah Kong named a leader in the forrester wave for API management, Q3 2026. News September 9, 2026 APIs used to be about connecting systems to each other. Now they're also how AI agents connect to everything: tools, data, other agents. That shift changes what good API management looks like, and it's where Kong Inc. at Kong have shifted its focus. Forr Heather Halenbeck AI takes center stage at Kong Partner Summit 2026. News August 3, 2026 Lights. Camera. AI. This September, Hollywood's spotlight shines on Kong as Kong Inc. welcome its global partner ecosystem back for another action-packed Kong Partner Summit 2026 preceding API + AI Summit! Together, Kong Inc.'ll explore how organizat Cindy Maurice Ready to see Kong in action? Get a personalized walkthrough of Kong's platform tailored to your architecture, use cases, and scale requirements.

SCANOSS and DataFlow partner to bring open source intelligence to Korean enterprises. Madrid, Spain - SCANOSS is partnering with DataFlow, a Seoul-based systems integrator with deep CI/CD and DevSecOps automation expertise, to bring open source and SBOM automation into the DevSecOps pipelines that South Korean enterprises rely on. DataFlow, a GitLab partner since 2023, has developed DF-DevOps, its own DevOps portal that integrates with GitLab CE and Enterprise Edition alongside Jenkins, Argo CD, Argo Workflow, and Terraform, and delivers it alongside its wider integration work with Confluent, Kong, Dataiku, Databricks, and Dassault Systèmes. The result is a partner whose engineering footprint sits directly on top of the pipelines where SCANOSS scanning needs to run. That footprint is why this partnership exists. SCANOSS integrates natively with CI/CD, and DataFlow customers already run. Adding SCANOSS into that stack turns open source scanning and SBOM generation from a separate audit exercise into a signal generated on every commit, evaluated by policy the customer already runs, and surfaced to the same engineers already managing the pipeline. The regulatory context in Korea makes this pairing timely. Korean enterprises face domestic requirements including the Personal Information Protection Act (PIPA), K-ISMS-P certification, and the Ministry of Science and ICT's evolving software supply chain security guidance. At the same time, Korean manufacturers and financial institutions with export exposure to the EU are now in scope for the Cyber Resilience Act and the Digital Operational Resilience Act. DataFlow will lead market development, pre-sales consultation, POC delivery, and localised technical support for SCANOSS across South Korea. SCANOSS will provide the SCANOSS KB, datasets, and scanning engine as the underlying open source intelligence layer. "Enterprises don't want another standalone scanner to bolt onto their pipelines. DataFlow already runs the CI/CD environments where SCANOSS scanning needs to land." Charles Facey, Partner Sales Manager, SCANOSS Together, SCANOSS and DataFlow aim to make open source transparency and continous SBOM generation a native feature of Korean enterprise DevSecOps, generated inside the pipelines Korean enterprises already run, and delivered by a partner with the engineering depth to keep it there. About SCANOSS. SCANOSS provides deep visibility into the software supply chain, powered by the SCANOSS KB, to help organisations detect undeclared open source. SCANOSS is designed to integrate into existing developer and DevSecOps workflows, making software transparency part of everyday engineering practice. About DataFlow. DataFlow is a Seoul-based systems integrator specialising in DevOps, AI, and enterprise data platforms. A GitLab partner since 2023, DataFlow develops DF-DevOps, a GitLab-based DevOps portal, and partners with a wider ecosystem including Dataiku, Databricks, Confluent, Kong, and Dassault Systèmes to deliver integrated solutions to Korean enterprises across finance, manufacturing, and technology.