Senior Talent Acquisition Partner

Zenity•New York, NY

17d•Hybrid

About The Position

We'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.

Requirements

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
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

Responsibilities

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