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Job posted: 8/5/2026 (we will be accepting applications through 8/14/2026)
Location: Americas
Hi there! I’m Jaime, and I lead global recruiting for Zapier’s technical and product-building teams. We’re hiring an Americas-based Lead Technical Recruiter to join our team. We’re a highly tenured, technically savvy group that cares deeply about landing exceptional talent and creating thoughtful, transparent experiences for every candidate. We do this while leveraging AI tooling to change the way we’re working.
This is an exciting role for a recruiter who operates beyond their own req load. You’ll shape talent strategy for an entire department, partner closely with senior leaders, and help define how our team uses AI and scalable process innovation to do our best work.
As a Lead Technical Recruiter, you’ll drive talent strategy across complex technical hiring needs while helping improve the systems, partnerships, and operating rhythms that make great hiring possible at scale. This role matters because it expands our ability to support high-stakes technical hiring with stronger strategy, clearer stakeholder guidance, and more durable recruiting processes.
Our Commitment to Applicants
Culture and Values at Zapier
Zapier Guide to Remote Work
Zapier Code of Conduct
Diversity and Inclusivity at Zapier
In the spirit of Default to Transparency: we’ll be extremely picky about who we hire for this role. We care less about titles held and more about what you’ve accomplished, and how you achieved it. Below are some of the skills, behavoirs and experiences you have to be successful.
Significant, senior-level full-cycle technical recruiting experience. You’ve had ownership of hiring strategy beyond your own reqs or for complex pieplines. Ideally this is across various engineering disciplines including Applied AI, Software Engineering, Infrastructure, and Security.
Strategic operational and systems thinking. You have strong operational instincs that connect recruiting to business outcomes, along with solid systems mindset to create efficent, future-looking talent plans (comp analysis, competitive positioning, org-level market mapping) and process, not just fills reqs. This also means you anticipate problems before they surface.
Trust building with senior leaders and TA peers. You’re savvy at building strong relationships with peers and key leaders that enables you to partner and influence on complex hiring scenarios, and build alignment around a recommendation rather than just presenting one.
High AI fluency, ready to lead with it. Our team is on the leading end of AI fluency and usage. Ideally, yours is be on par or better. That said, learning mindset, excitment around AI, and a solid understanding of usage fundamentals is more important. At minimum, you should be using AI as a core part of how you work.
Driving results without a title. You know how to drive results regardless of if you own the work direclty or if its been delegated. That means knowing how to mentors and coaches peers and holding stakeholders accountable.
Strong opinions loosely held. As a subjec matter expert, you hold strong opinions based on data, experience, and desired outcomes, but you are know how/when to flex when presented with additional details, context, or ideas.
Resourceful with ambiguity. You know how to connect the dots and don’t feel stalled when you have limited information. You know how to create plans that are good enough to move forward vs. the perfect solution, and are comfortable pivoting quickly. You’re tied to outcomes, not projects.
Champion for diversity hiring & inclusive interview practices . You know how to advocation for and build diverse talent pools, and can shape process at the team/department level, not just their own interviews.
Advise hiring managers, directors, and executives on talent strategy and complex technical hiring decisions.
Drive talent intelligence and market mapping that informs acquisition strategy for an entire department or vertical.
Use AI to design repeatable workflows, improve recruiting outputs, and increase team efficiency.
Build future-looking recruiting plans, including compensation analysis and competitive positioning recommendations.
Partner across recruiting, operations, and hiring teams to solve process bottlenecks and improve hiring effectiveness.
Lead AI transformation, process improvement, and high-impact projects that improve candidate experience, stakeholder satisfaction, and recruiting systems at scale.
Mentor teammates through hands-on problem-solving and help raise the overall capability of the technical recruiting team.
Lead talent brand initiatives for your vertical, from events to platform presence to targeted attraction campaigns, aligned to Zapier’s broader EVP.
At Zapier, we believe that diverse perspectives and experiences make us better, which is why we have a non-standard application process designed to promote inclusion and equity. We're looking for the best fit for each of our roles, regardless of the type of companies in your background, so we encourage you to apply even if your skills and experiences don’t exactly match the job description. All we ask is that you answer a few in-depth questions in our application that would typically be asked at the start of an interview process. This helps speed things up by letting us get to know you and your skillset a bit better right out of the gate. Please be sure to answer each question; the resume and CV fields are optional.
Education is not a requirement for our roles; however, if you receive an offer, you will need to include your most recent educational experience as part of our background check process.
After you apply, you are going to hear back from us—even if we don’t see an immediate fit with our team. In fact, throughout the process, we strive to never go more than seven days without letting you know the status of your application. We know we’ll make mistakes from time to time, so if you ever have questions about where you stand or about the process, just ask your recruiter!
Zapier is an equal-opportunity employer and we're excited to work with talented and empathetic people of all identities. Zapier does not discriminate based on someone's identity in any aspect of hiring or employment as required by law and in line with our commitment to Diversity, Inclusion, Belonging and Equity. Our code of conduct provides a beacon for the kind of company we strive to be, and we celebrate our differences because those differences are what allow us to make a product that serves a global user base. Zapier will consider all qualified applicants, including those with criminal histories, consistent with applicable laws.
Zapier prioritizes the security of our customers' information and is dedicated to adhering to all applicable data privacy laws. You can review our privacy policy here.
Zapier is committed to inclusion. As part of this commitment, Zapier welcomes applications from individuals with disabilities and will work to provide reasonable accommodations. If reasonable accommodations are needed to participate in the job application or interview process, please contact [email protected].
Application Deadline:The anticipated application window is 30 days from the date job is posted, unless the number of applicants requires it to close sooner or later, or if the position is filled.
Even though we’re an all-remote company, we still need to be thoughtful about where we have Zapiens working. Check out this resource for a list of countries where we currently cannot have Zapiens permanently working.
