Abrace seu potencial na Zscaler

We believe that interviewing at Zscaler is a two-way process. While we are assessing your fit and qualifications for our needs and company, you are also assessing us for the same. This means it can be direct, transparent and collaborative—not unlike working at Zscaler.

Application

At the application stage, we review your background, relevant experience, skills, and competencies to select the most qualified candidates to proceed to the next stage. This means those advancing have the strongest qualifications that align with our open roles.

What will help you stand out are high-impact roles, progression in previous roles, a variety of experiences (but not job hoppiness), and strong skills that align with the role you are applying to. We value directness and clarity, so your resume should tell us who you are, what you stand for, the impact you have made, and the thoughtfulness of your career choices.

Recruiter Review

For candidates advancing to this stage, a recruiter will reach out to discuss the role and provide an overview of working at Zscaler, including insights about the department and the team. The recruiter can also address your questions and ask role-specific questions to further determine the strength of alignment to the role.

Manager Review

Recruiters will present candidates who strongly align with the role requirements and our cultural values for review and discussion.  At this stage, managers will consider both current and future needs, as well as the diversity of team member experiences, to enrich the team's and the company's culture.

Interviews

We believe in a clear, equitable and consistent assessment of candidates who proceed to this stage. As such we utilize structured interviewing to enable these outcomes. You will be asked to meet with several interviewers, including the hiring manager, who will be covering the following areas:

• Role-Required Knowledge: Core functional skills that are needed to carry out the job duties. The interviewer should identify targeted questions to fully assess the candidate’s technical/functional ability.
• General Cognitive Ability: To determine a candidate’s ability to analyze a situation, critically think through scenarios, and make the best decisions in a swift manner. 
• Culture Add and Value Alignment: All candidates will be assessed against Zscaler's core values known as Teamwork, Ownership, Passion, Innovation, and Customer Obsession (TOPIC)
• Leadership Principles: All people manager role candidates will be assessed against Zscaler's HUMAN leadership principles known as: 
  • Hire, develop, and inspire the best
  • Understand and innovate with the customer
  • Model a thoughtful bias for action
  • Act like an owner
  • Nurture a growth mindset

Interviewers are encouraged to highlight any concerns or potential development areas, even when recommending a candidate. We believe everyone has growth opportunities, and this feedback helps the hiring manager set the selected candidate up for success.

Decision

We will then review the collective feedback from the interviews and assessment process, align to the job posting and requirements, and will make a decision on whether to extend an offer. All candidates who have interviewed will receive updates from their recruiter irrespective of an offer. 

Offer

The recruiter will contact the successful candidate with offer details including an overview of Zscaler, our benefits, programs, and cultural values.