Senior TA Business Partner

Tricentis•Atlanta, GA

8d•Hybrid

About The Position

At Tricentis, Talent Acquisition is not a service desk for open roles. It is a business advisory function. We help leaders understand the talent market, shape better hiring decisions, and build teams with the skills, judgment, and potential to move the business forward. As a Senior Talent Acquisition Business Partner, you will partner with leaders across Go-to-Market, Customer Growth, Corporate, and G&A functions to solve business problems through talent. You will act as an advisor, not a transactional recruiter. You will challenge assumptions, bring talent intelligence into the conversation, improve hiring quality, and guide leaders toward stronger decisions.

Requirements

Connect business priorities, workforce needs, and hiring strategy.
Earn leader trust through preparation, judgment, follow-through, and clear guidance.
Use talent intelligence, compensation context, pipeline data, and market insight to shape decisions.
Improve hiring quality through scorecards, structured assessment, and consistent selection discipline.
Build sustainable pipelines for critical and recurring talent needs.
Protect the candidate experience while helping the business make timely, informed decisions.
Bring AI fluency, curiosity, and practical experimentation to improve speed, quality, and recruiter capacity.
Must be authorized to work in the U.S. without current or future sponsorship.

Nice To Haves

See recruiting as business advisory work.
Ask better questions, use data to guide tradeoffs, and help leaders make stronger decisions.
Comfortable moving with pace while protecting quality.
Understand hiring is a business investment with measurable outcomes.
Wants a seat at the table and earns it through preparation, judgment, follow-through, and credibility.
Wants to own searches end to end, influence hiring strategy, and help build a stronger talent function.

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.
Shape 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, increase efficiency, and strengthen the advisory value Talent Acquisition brings to the business.
Drive consistent, skills-based hiring practices across the organization.
Represent the candidate experience with the same discipline and care a business would bring to its customers.