Senior Talent Acquisition Business Partner

Tricentis UK; Austin (TX); On-site; USD 120,000 - 180,000; Full time

Job summary

Tricentis is seeking a Senior Talent Acquisition Business Partner to partner with Go-to-Market, Customer Growth, Corporate, and G&A leaders to solve business problems through talent. You will act as an advisor, not a transactional recruiter, shaping hiring decisions with talent intelligence to raise hiring quality and drive business impact.

You will partner with leaders to understand business priorities, workforce needs, and the talent decisions required to achieve them.

Qualifications

• Experience partnering with senior leadership to shape hiring strategies.
• Strong advisory skills with ability to influence decisions.
• Ability to leverage data, market insights, and pipeline information in discussions.

Responsibilities

• Partner with leaders to understand priorities, workforce needs, and talent decisions.
• 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 advisory value.

Skills

Talent acquisition

Data analytics

Stakeholder management

AI fluency

Job description

Why This Role Exists

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.

What You’ll Do

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.

You will partner with leaders to understand business priorities, workforce needs, and the talent decisions required to achieve them.

You will lead strategic and business-critical searches with ownership, urgency, and sound judgment.

You will shape intake conversations into clear hiring strategies, scorecards, sourcing plans, and decision criteria.

You will bring market insights, talent intelligence, compensation context, and pipeline data into hiring conversations.

You will build talent pipelines for current and future hiring needs.

You will coach hiring managers on interviewing, assessment, and selection.

You will use data, analytics, AI fluency, and curiosity to improve hiring outcomes, increase efficiency, and strengthen the advisory value Talent Acquisition brings to the business.

You will drive consistent, skills-based hiring practices across the organization.

You will represent the candidate experience with the same discipline and care a business would bring to its customers.

Who Will Thrive Here

You will thrive here if you see recruiting as business advisory work. You ask better questions, use data to guide tradeoffs, and help leaders make stronger decisions. You are comfortable moving with pace while protecting quality. You care about the candidate experience, but you also understand hiring is a business investment with measurable outcomes.

This role is for someone who wants a seat at the table and earns it through preparation, judgment, follow-through, and credibility. If you want to own searches end to end, influence hiring strategy, and help build a stronger talent function, this is the work.

What Makes You Successful

You connect business priorities, workforce needs, and hiring strategy.

You earn leader trust through preparation, judgment, follow-through, and clear guidance.

You use talent intelligence, compensation context, pipeline data, and market insight to shape decisions.

You improve hiring quality through scorecards, structured assessment, and consistent selection discipline.

You build sustainable pipelines for critical and recurring talent needs.

You protect the candidate experience while helping the business make timely, informed decisions.

You bring AI fluency, curiosity, and practical experimentation to improve speed, quality, and recruiter capacity.

What Success Looks Like in the First Year

First 90 Days

Understand the business model, hiring priorities, workforce gaps, and stakeholder expectations.

Earn credibility with leaders through preparation, follow-through, and clear hiring guidance.

Establish consistent intake, assessment, and decision-making practices for priority searches.

By Six Months

Lead priority searches with clear hiring strategies, scorecards, pipeline plans, and decision criteria.

Bring talent market intelligence, compensation context, and pipeline data into stakeholder conversations.

Improve hiring manager discipline around interviewing, assessment, feedback, and selection quality.

By Twelve Months

Operate as a trusted talent advisor to business leaders, not only as the owner of requisition delivery.

Build sustainable pipelines for critical and recurring talent needs.

Improve hiring quality, manager decision-making, candidate experience, and overall recruiting effectiveness.

Tricentis is proud to be an equal opportunity workplace. Qualified applicants will receive consideration for employment without regard to race, color, ethnicity, gender, religious affiliation, age, sexual orientation, socioeconomic status, or physical and mental disability and other statuses protected by law.

Global Sanctions Compliance

We comply with all applicable global sanctions and export control laws. Candidates must not be listed on any government restricted party lists (including OFAC SDN List and U.S. Commerce Department restricted lists) and must certify that their employment would not violate any sanctions or export control regulations. Candidates must notify us of any changes to their status during the application process or subsequent employment.

U.S. Work Authorization:

This role is not eligible for employer-sponsored work visas. Applicants must be authorized to work in the U.S. without current or future sponsorship.