DescriptionAbout the RoleWe're hiring a Talent Acquisition Partner to support recruiting for our US GTM teams. You'll work closely with our Head of Talent and hiring managers to run recruiting processes day to day, from sourcing through offer.
We're looking for someone who understands how enterprise software gets sold, who the technical buyer is, how partner and alliance motions work, and what makes a GTM hire succeed. Security or cybersecurity experience is a plus, not a requirement.
This role is also a chance to build recruiting skills in an AI first environment. We build and use AI tools internally to run sourcing, outreach, candidate research, and pipeline tracking, and you'll have access to those tools and that workflow from day one.
What You'll Do- Run full-cycle recruiting for our US GTM roles: Sales, Marketing, Customer Success, and GTM leadership, in a market most recruiters never get exposure to (AI security).
- Build sourcing strategy for GTM roles where you need to find people who actually understand technical buyers and partner ecosystems, not just people with the right past titles.
- Sit in the room with sales and marketing leaders as they define what a great hire looks like, then go find that person.
- Use AI tools daily to source faster, write sharper outreach, and cut the busywork out of your process, and pitch your own ideas for where AI should plug in next.
- Run interviews and debriefs that actually produce good hiring decisions, not just checkbox exercises.
- Own your pipeline data and use it to tell hiring managers the truth about what's working and what isn't.
- Be the reason candidates walk away from this process, hired or not, saying it was one of the better ones they've been through.
RequirementsWhat You've Done:- Run full-cycle recruiting for at least 3 years, including real time spent on GTM roles (Sales, Marketing, or Customer Success) at a security or security-adjacent B2B SaaS enterprise company.
- Built pipelines from scratch when there was no warm list to work, not just reviewed against inbound.
- Worked closely enough with sales or marketing leaders to understand what actually makes those hires succeed, not just what the job description says.
- Used AI tools in your recruiting workflow already, or you're the person on your team who's been pushing to.
- Managed multiple open roles at once without candidates or hiring managers feeling dropped.
- Worked inside an ATS and used your own pipeline data to make decisions, not just report on it.
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 sourcing independently for open GTM roles without needing hand-holding on strategy.
- Hiring managers trust your read on candidates.
- Your pipelines consistently produce hires, not just activity.
- AI tools are just part of how you work, not something you're still figuring out.
- Candidates describe your process as clear and respectful of their time, whether they get the offer or not.
- You're flagging what's working and what isn't, not just running the same playbook on repeat.
Interview ProcessOur interview process is designed to be transparent, conversational, and focused on real-world experience.
- Recruiter Interview - 30 minutes
- Hiring Manager Interview - 45-60 minutes
- CRO Interview - 30 minutes
- GTM VP Interview(s) - 30-60 minutes
CompensationThe compensation range for this role is $120,000-$130,000, depending on experience.
