Senior Talent Acquisition Business Partner

Why This Role Exists

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 partnerwith leaders to understand business priorities, workforce needs, and the talent decisions required to achieve them.

• You will leadstrategic and business-critical searches with ownership, urgency, and sound judgment.

• You will shapeintake conversations into clear hiring strategies, scorecards, sourcing plans, and decision criteria.

• You will bringmarket 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 representthe 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, pipe1line 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.

Time together in the office is an important part of how we collaborate, learn, and build relationships at Tricentis. As a recent joiner, I've experienced the impact of that firsthand, and it's a key part of the culture we're continuing to strengthen.