Senior Sales Recruiter — Americas

Zscaler•Santa Clara, CA

1d•Hybrid

About The Position

Zscaler is seeking a Senior Sales Recruiter for the Americas region to join their Talent Acquisition team. This role is responsible for building high-caliber pipelines for the Americas Sales organization, focusing on proactive, high-velocity sourcing of qualified, diverse candidates and ensuring end-to-end hiring excellence. The position can be based in Santa Clara, CA (hybrid) or remote on the West Coast (US), reporting to the Senior Manager/Director, Talent Acquisition (Go-To-Market).

Requirements

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.

Nice To Haves

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.

Responsibilities

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.