Senior Talent Acquisition Business Partner

Tricentis; Austin (TX); On-site; USD 120,000 - 170,000; Full time

Job summary

Tricentis is seeking a Senior Talent Acquisition Business Partner based in Austin, Texas (onsite). You will advise business leaders and drive hiring decisions using talent intelligence, structured assessment, and skills-based hiring practices.

The role partners with Go-to-Market, Customer Growth, Corporate, and G&A leaders to align recruiting with workforce priorities and improve hiring quality. You will lead priority searches, develop intake-to-decision processes, and bring market insights and

Qualifications

• Experience advising business leaders on talent decisions.
• Proven ability to build talent pipelines and strategic sourcing plans.
• Ability to use data and analytics to improve hiring outcomes.
• Familiarity with skills-based hiring and structured interviews.

Responsibilities

• Partner with Go-to-Market, Customer Growth, Corporate, and G&A leaders to align recruiting with workforce needs.
• Lead strategic searches with ownership and urgency, delivering results.
• Develop intake conversations into hiring strategies, scorecards, and pipeline plans.
• Bring market insights, compensation context, and pipeline data into discussions.
• Build sustainable pipelines for current and future hiring needs.
• Coach hiring managers on interviewing, assessment, and selection quality.
• Represent the candidate experience with a high standard of care.

Skills

Stakeholder management

Talent advisory

Data analytics

AI fluency

Hiring strategy

Structured assessment

Job description

Tricentis is seeking a Senior Talent Acquisition Business Partner based in Austin, Texas (onsite). In this role, you will serve as an advisor to business leaders and help drive business-critical hiring decisions by applying talent intelligence, structured assessment, and skills-based hiring practices.

Role Overview

You will partner with Go-to-Market, Customer Growth, Corporate, and G&A leaders to align recruiting strategy with workforce needs and business priorities. The goal is to improve hiring quality and strengthen the impact of Talent Acquisition through clear intake, rigorous assessment, informed decision-making, and a consistent candidate experience.

Key Responsibilities

• Partner with leaders to understand business priorities, workforce needs, and the talent decisions required to achieve them.
• Lead strategic, business-critical searches with ownership, urgency, and sound judgment.
• Turn intake conversations into hiring strategies, scorecards, sourcing plans, and decision criteria.
• Bring market insights, talent intelligence, compensation context, and pipeline data into hiring discussions.
• 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 enhance the advisory value of Talent Acquisition.
• Drive consistent, skills-based hiring practices across the organization.
• Represent the candidate experience with discipline and care comparable to a customer-facing approach.

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 enabling timely, informed business decisions.
• Bring AI fluency, curiosity, and practical experimentation to improve speed, quality, and recruiter capacity.
• Understand the business model, hiring priorities, workforce gaps, and stakeholder expectations.
• Establish consistent intake, assessment, and decision-making practices for priority searches.
• Lead priority searches using 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.
• Act as a trusted talent advisor to business leaders, beyond requisition delivery.
• Improve hiring quality, manager decision-making, candidate experience, and overall recruiting effectiveness.

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.

Global Sanctions Compliance

• Tricentis complies with all applicable global sanctions and export control laws.
• Candidates must not be listed on any government restricted party lists, including the OFAC SDN List and U.S. Commerce Department restricted lists.
• Candidates must certify that employment would not violate any sanctions or export control regulations.
• Candidates must notify Tricentis 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.