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

Tricentis•Austin, TX

About The Position

At Tricentis, Talent Acquisition is a business advisory function that helps leaders understand talent markets, define needed capabilities, and make informed decisions about the people who will build the company’s products and technology. The Senior Talent Acquisition Business Partner supports Product, Engineering, and AI by translating business and technology priorities into talent strategies, bringing market intelligence, judgment, and technical curiosity to decisions about skills, talent supply, location, compensation, and hiring quality. This is an advisory role rather than a transactional recruiting role. The successful candidate will partner with leaders on strategic and business-critical searches, develop skills-based hiring profiles and assessment practices, build proactive pipelines for critical and emerging talent, and use data, AI, and automation to improve hiring quality and efficiency. The role also owns candidate relationships end to end and supports a strong candidate experience in competitive talent markets. Success involves building credibility with Product, Engineering, and AI leaders; establishing consistent hiring practices; providing actionable market intelligence; influencing workforce decisions before requisitions open; maintaining sustainable talent pipelines; and improving hiring quality, candidate experience, and recruiting effectiveness. Applicants must be authorized to work in the U.S. without current or future employer sponsorship. Candidates must also meet applicable global sanctions and export control requirements.

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 U.S. 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 comply with sanctions and 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.
Build 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 candidate experience suited to competitive talent markets.
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 informed decisions about skills, talent supply, location, level, and hiring priorities.