Senior Sales Recruiter — Americas

About Zscaler Zscaler accelerates digital transformation to ensure our customers can be more agile, efficient, resilient, and secure. As an AI-forward enterprise, we are constantly pushing the envelope, leveraging the world’s largest security data lake to power our cloud-native Zero Trust Exchange platform. This innovation protects our customers from cyberattacks and data loss by securely connecting users, devices, and applications in any location. Here, impact in your role matters more than title and trust is built on results. We say, impact over activity. We seek innovators who actively use AI to amplify their impact and who thrive in an environment where we leverage intelligent systems to stay ahead of evolving threats. We believe in transparency and value constructive, honest debate—we’re focused on getting to the best ideas, faster. We build high-performing teams that can make an impact quickly and with high quality. To do this, we are building a culture of execution centered on customer obsession, collaboration, ownership, and accountability. We value high-impact, high-accountability with a sense of urgency where you’re enabled to do your best work and embrace your potential. If you’re driven by purpose, thrive on solving complex challenges, and want to be part of the team that’s helping to secure the AI age, we invite you to bring your talents to Zscaler and help shape the future of cybersecurity. We are looking for a Senior Sales Recruiter — Americas to join our team. This is a Remote (US) role, reporting to the Senior Manager/Director, Talent Acquisition (Go-To-Market) in the People & Culture organization. You will be a senior, hands-on full lifecycle recruiter dedicated to building high-caliber pipelines for our Americas Sales organization. Your primary focus is proactive, high-velocity sourcing of qualified, diverse candidates and driving end-to-end hiring excellence. What You’ll Do (Role Expectations) - Own full-cycle recruiting for Sales Account Executives across AMS, managing the process from intake and calibration to the final close - Lead with sourcing by building net-new pipelines via LinkedIn Recruiter, talent maps, and targeted campaigns to maintain 2–3x pipeline coverage per role - Partner directly with Sales RVPs and Directors to forecast demand, define profiles, calibrate market compensation, and advise on process tradeoffs - Drive structured, efficient hiring cycles by managing scorecards, interview plans, and data hygiene to ensure a high-quality candidate experience - Deliver weekly updates on pipeline health and status of openings, diagnosing and fixing bottlenecks to maintain hiring momentum Who You Are (Success Profile) - You thrive in ambiguity. You are comfortable building the path as you walk it, seeing dynamic environments not as a hindrance, but as the raw material to build something meaningful. - You act like an owner. Your passion for the mission fuels your bias for action and integrity, allowing you to navigate seamlessly between high-level strategy and hands-on execution. - You are a problem-solver. You seek out challenges because you are energized by finding solutions, knowing that solving hard problems delivers the biggest impact. - You are a high-trust collaborator. You are ambitious for the team and embrace a challenge culture by giving and receiving ongoing feedback delivered with clarity and respect. - You are a learner. You have a true growth mindset and actively seek feedback to continuously develop yourself as a stronger partner and teammate. What We’re Looking for (Minimum Qualifications) - Demonstrated curiosity and active exploration of AI tools, with a proven history of integrating new technologies to enhance daily workflows and augment problem-solving - 5+ years of full-cycle recruiting experience in B2B SaaS, with at least 3 years focused on Sales roles such as AE, SE, CS, or Channel - Proven success sourcing and converting passive candidates using LinkedIn Recruiter and modern talent discovery tools - Track record of meeting or exceeding goals for quality, time-to-fill, and offer acceptance goals while managing 8–12 concurrent searches - Proficiency in structured interview techniques, compensation fundamentals, and complex offer negotiation - Excellent written and verbal communication skills with a strong ability to manage projects and executive stakeholders What Will Make You Stand Out (Preferred Qualifications) - Experience hiring within the cybersecurity or networking industries for enterprise and strategic sales segments - Hands-on experience with sourcing enhancers like Gem or SeekOut, talent intelligence, market mapping, and building GTM hiring playbooks or dashboards - Demonstrated impact on diversity sourcing initiatives and the calibration of interview teams to drive inclusive hiring #LI-RL2 #LI-Remote Zscaler’s salary ranges are benchmarked and are determined by role and level. The range displayed on each job post

5+ years of full-cycle recruiting experience in B2B SaaS, with at least 3 years focused on Sales roles such as AE, SE, CS, or Channel; proven success sourcing and converting passive candidates using LinkedIn Recruiter and modern talent discovery tools; track record of meeting or exceeding goals for quality, time-to-fill, and offer acceptance while managing 8–12 concurrent searches; proficiency in structured interview techniques, compensation fundamentals, and complex offer negotiation.

Own full-cycle recruiting for Sales Account Executives across AMS, managing the process from intake and calibration to the final close; lead with sourcing by building net-new pipelines via LinkedIn Recruiter, talent maps, and targeted campaigns to maintain 2–3x pipeline coverage per role; partner with Sales leadership to forecast demand, define profiles, calibrate market compensation, and advise on process tradeoffs; drive structured, efficient hiring cycles by managing scorecards, interview plans, and data hygiene to ensure a high-quality candidate experience; deliver weekly updates on pipeline health and status of openings, diagnosing and fixing bottlenecks to maintain hiring momentum.