How you’ll demonstrate Ownership

Reporting to the Director Talent Acquisition, the Senior Talent Acquisition Partner, will act as a strategic consultant to business leaders and People Business Partners,, moving beyond mere vacancy filling to architecting the high-performance team. You don't just execute on requests; you partner with leaders to define, challenge, and refine our talent needs to ensure we hire for long-term organizational success and sustainable growth.

Impact of recruiting

• Lead mission-critical workforce demand conversations across Engineering, Product, and Commercial functions, thinking impact more than merely filling jobs.
• Collaborate with Hiring Managers and People Business Partners to define competencies and skills required for the future state of roles, not just today's needs—recognizing that scaling companies require anticipatory hiring
• 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 teams, translating external talent trends into informed discussions about role leveling, compensation positioning, and skill development investments
• Ensure every headcount decision aligns with our scaling strategy and contributes to building the organizational capability we'll need in 24-36 months
• 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 continuously optimize the candidate experience, from application through onboarding

Interview Framework Design & Behavioral Excellence Coaching

• Design comprehensive, role-specific interview guides that assess both current competencies and future-state potential, moving beyond generic interviews to predictive talent evaluation
• Coach Hiring Managers and interview panels on conducting high-quality behavioral interviews, eliminating bias, and consistently evaluating candidates against the "Cognite Bar"—acting as the gatekeeper of hiring excellence
• Mentor hiring panel members on interview techniques, candidate assessment, and the strategic importance of their role in our talent acquisition process
• Build internal capability through interview shadowing, feedback loops, and continuous coaching to ensure every interviewer represents Cognite's commitment to excellence
• Lead calibration sessions with hiring teams to ensure consistent, equitable, and rigorous evaluation of all candidates

Process Advocacy, Bar-Raising & Culture Gatekeeping

• Act as the gatekeeper of excellence, possessing the executive presence to respectfully challenge hiring decisions that don't meet the Cognite Bar, even when there is urgency or pressure
• Serve as a trusted advisor to business leaders on difficult hiring trade-offs, including when to invest in development vs. when to continue the search for a higher-bar candidate

Creative Sourcing & Community Building

• Design assessment strategies for highly ambiguous, "hard-to-fill" roles where no clear talent pool exists, including work samples, case studies, and creative evaluation methods
• Design novel, multi-channel sourcing strategies for hard-to-fill roles where traditional talent pools are insufficient, including creative approaches to identifying passive candidates and non-obvious talent sources
• Build active communities and networks of candidates—both active and passive—who are engaged with Cognite's mission, products, and culture, creating a sustainable pipeline of referral-ready talent
• Implement proactive outreach campaigns that keep Cognite top-of-mind with high-potential passive candidates, creating opt-in relationships that generate referrals and warm candidate flow even in between hiring needs
• Leverage AI and market mapping tools to identify non-obvious candidate segments, competitive talent currently at peer organizations, and emerging talent communities aligned with our scaling needs

The Impact you bring to Cognite