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 functions to solve business problems through talent. This role advises rather than simply processes requisitions, challenging assumptions, bringing talent intelligence into discussions, improving hiring quality, and guiding leaders toward stronger decisions. The role owns strategic and business-critical searches end to end and develops hiring strategies, scorecards, sourcing plans, and decision criteria. It uses market insights, compensation context, pipeline data, analytics, and AI fluency to improve outcomes and efficiency. The position also coaches hiring managers, promotes consistent skills-based hiring, builds pipelines for current and future needs, and represents the candidate experience with care. Success means becoming a trusted advisor to business leaders, improving hiring quality and decision-making, building sustainable talent pipelines, and strengthening candidate experience and overall recruiting effectiveness. Applicants must be authorized to work in the U.S. without current or future employer-sponsored visa support. Candidates must also meet applicable global sanctions and export-control requirements and certify that employment would not violate those regulations.

Requirements

Applicants must be authorized to work in the U.S. without current or future employer-sponsored work visa sponsorship.
Candidates must not be listed on applicable government restricted-party lists and must certify that employment would not violate sanctions or export-control regulations.
Candidates must notify the company of relevant changes in status during the application process or subsequent employment.

Responsibilities

Partner with leaders to understand business priorities, workforce needs, and the 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.
Bring market insights, talent intelligence, compensation context, and pipeline data into hiring conversations.
Build talent pipelines for current and future hiring needs.
Coach hiring managers on interviewing, assessment, and selection.
Use data, analytics, AI fluency, and curiosity to improve hiring outcomes, efficiency, and Talent Acquisition’s advisory value.
Drive consistent, skills-based hiring practices across the organization.
Represent and protect the candidate experience while helping the business make timely, informed decisions.
Establish consistent intake, assessment, and decision-making practices for priority searches.
Improve hiring manager discipline around interviewing, assessment, feedback, and selection quality.
Improve hiring quality, manager decision-making, candidate experience, and overall recruiting effectiveness.