Senior Talent Acquisition Business Partner

Tricentis•Austin, TX

About The Position

At Tricentis, Talent Acquisition is a business advisory function that helps leaders understand the talent market, shape hiring decisions, and build teams with the skills, judgment, and potential to move the business forward. The Senior Talent Acquisition Business Partner partners with leaders across Go-to-Market, Customer Growth, Corporate, and G&A to address business needs through talent. The role advises rather than simply processes requisitions, using talent intelligence to challenge assumptions, improve hiring quality, and guide stronger decisions. The position owns strategic and business-critical searches end to end, translating intake conversations into hiring strategies, scorecards, sourcing plans, and decision criteria. It brings market insights, compensation context, and pipeline data into stakeholder conversations; develops talent pipelines; and coaches hiring managers on interviews, assessment, and selection. The role also uses data, analytics, AI fluency, and experimentation to improve hiring outcomes and efficiency, advances consistent skills-based hiring, and protects the candidate experience. In the first 90 days, the successful hire is expected to learn the business and its hiring priorities, build credibility with leaders, and establish consistent practices for priority searches. By six months, they should lead priority searches with clear strategies and pipeline plans, provide market intelligence, and improve hiring-manager discipline. By twelve months, they should operate as a trusted talent advisor, build sustainable pipelines, and improve hiring quality, decision-making, candidate experience, and recruiting effectiveness. Applicants must be authorized to work in the U.S. without current or future employer sponsorship. Candidates must not be listed on government restricted-party lists and must certify that employment would not violate applicable sanctions or export-control regulations; they must notify the company of relevant status changes during the application process or subsequent employment. Tricentis is an equal opportunity workplace.

Requirements

U.S. work authorization without current or future employer-sponsored visa support.
Must not be listed on government restricted-party lists and must certify that employment would not violate applicable sanctions or export-control regulations.
Must notify Tricentis of relevant changes in restricted-party or sanctions/export-control status during the application process or subsequent employment.

Nice To Haves

Ability to advise business leaders and connect business priorities, workforce needs, and hiring strategy.
Preparation, judgment, follow-through, credibility, and clear guidance that earn leaders’ trust.
Experience using talent intelligence, compensation context, pipeline data, and market insight to shape decisions.
Ability to improve hiring quality through scorecards, structured assessment, and consistent selection practices.
Ability to build sustainable talent pipelines and protect the candidate experience while supporting timely, informed decisions.
AI fluency, curiosity, and practical experimentation to improve hiring speed, quality, and recruiter capacity.

Responsibilities

Partner with leaders to understand business priorities, workforce needs, and talent decisions required to achieve them.
Lead strategic and business-critical searches with ownership, urgency, and sound judgment.
Turn intake conversations into clear hiring strategies, scorecards, sourcing plans, and decision criteria.
Use market insights, talent intelligence, compensation context, and pipeline data to inform hiring discussions.
Build talent pipelines for current and future hiring needs, including critical and recurring talent needs.
Coach hiring managers on interviewing, assessment, feedback, and selection.
Use data, analytics, AI fluency, curiosity, and practical experimentation to improve hiring outcomes, efficiency, and recruiter capacity.
Drive consistent, skills-based hiring practices across the organization.
Represent and protect the candidate experience throughout the hiring process.
Improve hiring quality, manager decision-making, candidate experience, and overall recruiting effectiveness.