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

At Tricentis, Talent Acquisition is a business advisory function. We help leaders understand the talent market, define the capabilities they need, and make stronger decisions about the people who will build the future of our products and technology.

As a Senior Talent Acquisition Business Partner supporting Product, Engineering, and AI, you will translate business and technology priorities into talent strategies. You will bring market intelligence, judgment, and technical curiosity to decisions about skills, talent supply, location, compensation, and hiring quality.

You will operate as an advisor, not a transactional recruiter.

• 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.
• Bring talent intelligence, compensation context, location insights, and pipeline data into 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 the candidate relationship end to end and deliver an experience built for highly competitive talent markets.

• 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.

You see recruiting as advisory work. You are curious about technology, comfortable working with technical leaders, and willing to learn enough to ask better questions.

You use evidence to challenge assumptions and bring alternatives when the market does not support the original plan. You balance urgency with quality and understand the difference between filling today's role and building tomorrow's workforce.

You earn trust through preparation, judgment, market knowledge, and execution.

• You connect product and technology priorities to workforce capabilities and hiring strategy.
• You earn leader trust through preparation, judgment, and clear guidance.
• You use talent and market intelligence to shape decisions about skills, location, compensation, and talent supply.
• You identify emerging capabilities early and build pipelines before demand becomes urgent.
• You improve hiring quality through skills-based profiles, structured assessment, and disciplined selection.
• You protect the candidate experience while helping leaders make timely, informed decisions.
• You use AI and automation to reduce administrative work and create more capacity for advisory work.

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.

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.