Senior Talent Acquisition Business Partner (Product, Engineering, AI)

Tricentis•Austin, TX

About The Position

Tricentis’s Talent Acquisition function serves as a business advisory function, helping leaders understand talent markets, define needed capabilities, and make informed hiring decisions. The Senior Talent Acquisition Business Partner will support Product, Engineering, and AI by translating business and technology priorities into talent strategies, using market intelligence, judgment, and technical curiosity to advise on skills, talent supply, location, compensation, and hiring quality. The role is advisory rather than transactional. The successful candidate will partner with leaders on strategic and business-critical searches, develop skills-based profiles and assessment practices, build pipelines for critical and emerging talent, and use data, AI, and automation to improve hiring quality, speed, and recruiter capacity. They will own candidate relationships end to end and support a strong candidate experience in competitive talent markets. In the first 90 days, the role is expected to build understanding of product and technology priorities and stakeholder needs, establish credibility with leaders, and set consistent practices for priority searches. By six months, the role should lead priority searches with clear strategies and pipelines, provide actionable market intelligence, and improve hiring-team assessment practices. By twelve months, the role should influence workforce decisions before requisitions open, sustain pipelines for critical capabilities, and improve hiring quality, candidate experience, and recruiting effectiveness. Applicants must be authorized to work in the United States without current or future employer sponsorship. Candidates must not be on applicable government restricted-party lists, must certify that employment would not violate sanctions or export-control regulations, and must notify the company of relevant status changes during the application process or subsequent employment. Tricentis is an equal opportunity workplace.

Requirements

Experience recruiting and advising across Product, Engineering, AI, or technical talent markets.
Strong talent mapping, sourcing, and market intelligence capabilities.
Ability to translate complex technical needs into clear talent profiles and assessment criteria.
Experience using data and market insights to influence hiring leaders.
Strong judgment, curiosity, and confidence challenging assumptions with evidence.
Practical AI fluency and an appetite to experiment with new ways of working.
Must be authorized to work in the United States without current or future employer-sponsored work visa sponsorship.
Must not be listed on applicable government restricted-party lists and must certify that employment would not violate sanctions or export-control regulations.

Responsibilities

Partner with Product, Engineering, and AI leaders to translate business priorities and capability gaps into talent strategies.
Lead strategic and business-critical searches with ownership, urgency, and sound judgment.
Develop skills-based hiring profiles, scorecards, sourcing strategies, and clear decision criteria.
Provide talent intelligence, compensation context, location insights, and pipeline data to inform hiring decisions.
Build proactive pipelines for critical, scarce, and emerging talent.
Challenge overly narrow profiles and help leaders focus on capabilities, potential, and outcomes.
Coach hiring teams on structured interviewing, technical assessment, and evidence-based selection.
Use data, AI, and automation to improve hiring quality, speed, and recruiter capacity.
Own candidate relationships end to end and deliver a strong candidate experience.
Understand product and technology strategy, priority capabilities, talent gaps, and stakeholder needs.
Establish consistent intake, scorecard, assessment, and decision practices for priority searches.
Bring actionable market intelligence into workforce and hiring decisions.
Improve hiring-manager discipline around assessment, feedback, and selection.
Influence workforce decisions before requisitions open and help leaders make decisions about skills, talent supply, location, level, and hiring priorities.