DescriptionAbout the RoleWe're looking for a senior talent partner who's done this before, someone who's been an early or founding recruiting hire at a high-growth startup and knows how to build the function & close roles. You'll own full-cycle recruiting across GTM (sales, marketing, partnerships, customer success) with some technical hiring mixed in, partnering directly with functional leaders and executives, not just taking orders from an intake form.
This isn't a sourcing-only or coordinator-heavy seat. You'll run the whole process: intake, sourcing strategy, candidate evaluation, hiring manager calibration, offer strategy, and close. And you'll be expected to bring ideas about how AI and automation can make the function faster and smarter.
**This is a hybrid role in our NYC office**What You'll Do- Own full-cycle recruiting for GTM and select technical roles, from intake through offer and close
- Partner directly with hiring managers and executives to build real ICPs, not vague wishlists, and hold them accountable to calibrated evaluation criteria
- Build and run targeted sourcing strategies (tiered company lists, boolean strings, multi-touch sequences), not just job board postings
- Bring honest market feedback early so hiring managers can make confident, fast decisions instead of endless second-guessing
- Design and improve interview processes: scorecards, structured debriefs, behavioral frameworks that actually differentiate candidates
- Track and use data to guide hiring decisions (time-to-hire, offer acceptance, funnel conversion) and flag where the process is breaking down
- Build or improve recruiting ops infrastructure, ATS workflows, candidate pipelines, reporting, using AI tools (Claude, ChatGPT, Gemini, etc.) to automate repetitive work
- Run confidential or senior-level searches when needed, without always leaning on external firms
- Protect candidate experience at every stage, clear communication, fast feedback loops
RequirementsWhat You've Done:- 7-10+ years in full-cycle recruiting, with real ownership of GTM hiring (sales, marketing, CS) at a startup or scaling SaaS company
- Experience as an early or first talent hire, building recruiting infrastructure and process from the ground up, not inheriting a mature function
- Track record of reducing time-to-hire and improving offer acceptance through better process, not just more sourcing volume
- Comfortable pushing back on hiring managers when their ICP or evaluation criteria is off, and can back it up with market data
- Hands-on experience with ATS platforms and sourcing tools (Metaview, Gem, Juicebox, Clay, LinkedIn Recruiter)
- Actively using AI tools in your day-to-day recruiting work, not just aware of them. You should be able to talk specifically about a workflow or tool you've built or automated
- Experience running or supporting executive-level searches is a strong plus
What We Look For At Zenity- Proven ability to build, not just maintain, systems, processes, or relationships
- Comfort operating in evolving, fast-moving environments where the playbook is still being written
- Strong communication and collaboration skills across technical and non-technical stakeholders
- Ownership mindset with accountability for outcomes, not just activity
- Experience in high-growth or venture-backed environments
- Exposure to AI, security, or emerging technology ecosystems
Why This Role- You'll build GTM recruiting experience in a market most recruiters never touch: AI security.
- You'll work inside an AI first recruiting function from day one, using real AI tools in your daily workflow, not just hearing about it in theory.
- You'll partner directly with sales and marketing leaders, so you see how GTM hiring decisions actually get made, not just execute what's handed to you.
What Success Looks Like- You're running a full req load independently with minimal ramp-up support
- Hiring managers trust your read on candidates and market data enough to move faster on decisions
- You've identified and fixed at least one broken part of the recruiting process (interview structure, sourcing approach, or ATS workflow)
- You've introduced at least one AI-powered efficiency into the team's workflow
Interview ProcessOur interview process is designed to be transparent, conversational, and focused on real-world experience.
- Hiring Manager Interview - 45-60 minutes
- CRO Interview - 30 minutes
- GTM VP Interview(s) - 30-60 minutes
CompensationThe compensation range for this role is $150,000-$180,000, depending on experience.
