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Cognite is an industrial AI and data platform company building solutions for digital transformation across high-impact industries. This Senior Talent Acquisition Partner role reports to the Director of Talent Acquisition for the Americas region and serves as a strategic consultant to business leaders and People Business Partners.
You will move beyond transactional recruiting to architect high-performance teams. Key responsibilities include:
**Strategic Workforce Planning & Market Intelligence**
- Lead mission-critical workforce demand conversations across Engineering, Product, and Commercial functions, focusing on impact rather than vacancy filling
- Collaborate with Hiring Managers and People Business Partners to define competencies and skills for future-state roles, not just current needs
- Challenge hiring requirements on market feasibility, role design, and alignment with Cognite's multi-year product and business roadmap
- Conduct regular market intelligence sessions with leadership, translating external talent trends into informed discussions about role leveling, compensation positioning, and skill development
- Ensure every headcount decision aligns with scaling strategy and builds organizational capability for 24-36 months ahead
**Interview Framework Design & Hiring Excellence**
- Design comprehensive, role-specific interview guides that assess both current competencies and future-state potential
- Coach Hiring Managers and interview panels on high-quality behavioral interviews, bias elimination, and consistent evaluation against the "Cognite Bar"
- Mentor hiring panel members on interview techniques and the strategic importance of their role
- Lead calibration sessions to ensure consistent, equitable, and rigorous candidate evaluation
- Build internal capability through shadowing, feedback loops, and continuous coaching
**Bar-Raising & Process Advocacy**
- Act as gatekeeper of excellence, possessing executive presence to respectfully challenge hiring decisions that don't meet standards, even under urgency or pressure
- Serve as trusted advisor on difficult hiring trade-offs, including development investment vs. continued search
**Creative Sourcing & Community Building**
- Design assessment strategies for hard-to-fill roles using work samples, case studies, and creative evaluation methods
- Develop multi-channel sourcing strategies for roles where traditional talent pools are insufficient
- Build active communities and networks of candidates—both active and passive—engaged with Cognite's mission, products, and culture
- Implement proactive outreach campaigns to keep Cognite top-of-mind with high-potential passive candidates
- Leverage AI and market mapping tools to identify non-obvious candidate segments and emerging talent communities
**Data & Systems**
- Maintain rigorous data hygiene in the ATS, treating it as a system of truth for recruitment analytics, velocity metrics, quality measures, and funnel health
- Partner with HR Operations and People systems to optimize candidate experience from application through onboarding
**Required Qualifications**
- 8+ years of full-cycle recruitment experience in high-growth SaaS, Deep Tech, AI-focused, or technology-driven environments, with successful track record hiring for technical, commercial, and/or leadership positions
- Proven consultative track record as business partner who has successfully influenced hiring strategy, raised hiring bar standards, and shaped talent acquisition practices
- Demonstrated success designing interview frameworks, coaching hiring managers on assessment techniques, and building hiring capability across organizations
- Track record of moving beyond transactional recruiting to strategic talent partnership—with examples of identifying talent bottlenecks, solving them creatively, and elevating hiring quality
- Experience building candidate communities, networks, and referral programs that generate sustained passive candidate flow and active engagement
- Expert-level command of modern ATS platforms (e.g., Greenhouse, Lever, Workable) with disciplined approach to data hygiene, funnel analytics, and recruitment metrics
- Demonstrated ability to think strategically about talent in scaling context—with examples of anticipating future skill needs, planning for role evolution, and building teams ahead of immediate hiring needs
**Preferred Experience**
- Executive search, RPO, or retained search background—experience in high-stakes environments where identifying non-obvious talent and managing complex stakeholder relationships is the norm
- Hands-on experience using GenAI tools for sourcing, market mapping, candidate outreach, or interview preparation
- Experience working in matrix or global environments with distributed teams and cross-functional stakeholder management
