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

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

Job summary

Tricentis in Austin, Texas is seeking a Senior Talent Acquisition Business Partner to translate business and technology priorities into talent strategies for Product, Engineering, and AI hiring.

You will advise leaders on skills, compensation context, location, and hiring quality, using AI and automation to improve hiring quality, speed, and recruiter capacity, while preserving a strong candidate experience.

Qualifications

• Experience recruiting across Product, Engineering or AI roles.
• Ability to translate complex tech needs into talent profiles.
• Use data and market insights to influence hiring leaders.
• Evidence-based decision making with strong judgment.
• Comfort with AI and automation to improve hiring.

Responsibilities

• Partner with Product, Engineering, and AI leaders to convert priorities into talent strategies.
• Own strategic searches with urgency and sound judgment.
• Develop skills-based hiring profiles, scorecards, and sourcing plans.
• Apply talent intelligence and market data to support decisions.
• Build proactive pipelines for critical talent and emerging roles.
• Coach teams on structured interviewing and evidence-based selection.
• Improve hiring quality, speed, and candidate experience using AI.

Skills

Talent strategy

Sourcing & mapping

AI fluency

Data-driven decisions

Advisory skills

Stakeholder management

Interview coaching

Job description

Tricentis is seeking a Senior Talent Acquisition Business Partner to support Product, Engineering, and AI hiring in Austin, Texas. In this role, you translate business and technology priorities into talent strategies, and you advise leaders on skills, sourcing, compensation context, location, and hiring quality.

You will act as a talent advisor and search owner, shaping how teams define capability needs, run structured assessment, and make evidence-based decisions. The position also uses AI and automation to improve hiring quality, speed, and recruiter capacity, while protecting a strong candidate experience for competitive markets.

What You'll Do

• Partner with Product, Engineering, and AI leaders to convert business priorities and capability gaps into talent strategies.
• Own strategic, business-critical searches with urgency and sound judgment.
• Develop skills-based hiring profiles, scorecards, sourcing strategies, and clear decision criteria.
• Apply talent intelligence, compensation context, location insights, and pipeline data to support hiring decisions.
• Build proactive pipelines for critical, scarce, and emerging talent.
• Challenge overly narrow profiles and refocus hiring teams 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 the candidate relationship end to end, delivering an experience designed for highly competitive talent markets.

What You Bring

• Experience recruiting and advising across Product, Engineering, AI, or other technical talent markets.
• Strong talent mapping, sourcing, and market intelligence skills.
• 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.
• Approach recruiting as advisory work, connecting talent decisions to workforce capabilities and business outcomes.
• Comfort working with technical leaders and willingness to learn enough to ask better questions.
• Evidence-based decision making, including bringing alternatives when the market does not support an original plan.
• Ability to balance urgency with quality, distinguishing between filling today’s role and building tomorrow’s workforce.
• Trust-building through preparation, judgment, market knowledge, and execution.

First 90 Days

• Understand the product and technology strategy, priority capabilities, talent gaps, and stakeholder needs.
• Build credibility with Product, Engineering, and AI leaders.
• Establish consistent intake, scorecard, assessment, and decision practices for priority searches.

By Six Months

• Lead priority searches with clear talent strategies, capability profiles, and pipeline plans.
• Bring actionable market intelligence into workforce and hiring decisions.
• Build proactive pipelines for critical and recurring technical capabilities.
• Improve hiring manager discipline around assessment, feedback, and selection.

By Twelve Months

• Operate as a trusted talent advisor who influences workforce decisions before requisitions open.
• Maintain sustainable pipelines for capabilities critical to Tricentis' future.
• Help leaders make stronger decisions about skills, talent supply, location, level, and hiring priorities.
• Improve hiring quality, candidate experience, and overall recruiting effectiveness.

Global Sanctions Compliance

• Tricentis complies with 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 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.