Senior Talent Acquisition Partner

About the Role

We're hiring a Talent Acquisition Partner to run recruiting across both our US GTM and technical organization, roughly split evenly between the two. You'll work closely with a Head of Talent Acquisition and hiring managers on both sides to run recruiting processes day to day, from sourcing through offer.

You'll need to move credibly between two different buyers: understanding how enterprise software gets sold, who the technical buyer is, and how partner and alliance motions work, and understanding what makes a strong engineer for an AI security product.

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.

About Zenity

Zenity is the leader in AI Agent Security and the first company to bring an agent-centric security platform to market. As enterprises accelerate AI agent adoption, we are establishing the security framework for how AI agents are secured and governed at enterprise scale.We deliver full-lifecycle visibility, governance, detection, prevention, and response for AI agents from build time to runtime, across SaaS, home-grown platforms, and end-user devices.

Backed by $180M+ in total funding, including a $125M Series C led by Norwest, with participation from SoftBank Vision Fund 2 and Microsoft's M12, Zenity is trusted by Fortune 500 and Global 2000 enterprises worldwide.

Join us in shaping how AI agents are secured at enterprise scale. 

What You’ll Do

• Run full-cycle recruiting across a mixed desk: US GTM roles and technical roles, in AI security, a market most recruiters never get exposure to.
• 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.
• Build sourcing strategy for technical roles, working with engineering leadership to understand what makes a strong hire beyond the resume.
• Sit in the room with hiring managers on both sides 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.

What You’ve Done:

• Run full-cycle recruiting for at least 3 years, with real experience on both GTM roles (and technical roles.
• Recruited at a security, security-adjacent enterprise B2B SaaS company.
• Recruited at a hypergrowth or startup environment, where reqs shift fast and you can't rely on a fixed process.
• Built pipelines from scratch when there was no warm list to work, not just sourced against inbound.
• Comfortable calibrating with two very different hiring manager types, sales/marketing leaders and engineering leaders, without flattening your approach to one style.
• 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 across two functions 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.



• 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.

Our 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

Zenity is proud to be an equal opportunity employer. We enable enterprises to adopt AI agents securely and at scale, and that starts with building a team that reflects a wide range of perspectives and experiences. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, age, veteran status, or any other protected characteristic.

We’re committed to creating an inclusive environment where talented people can do their best work, securely, confidently, and with impact.

The compensation range for this role is $120,000-$130,000, depending on experience.