Senior Talent Acquisition Partner; Commercial

Cognite operates at the forefront of industrial digitalization, building AI and data solutions that solve some of the world’s hardest, highest-impact problems. With unmatched industrial heritage and a comprehensive suite of AI capabilities, including low-code AI agents, Cognite accelerates the digital transformation to drive operational improvements.

Our moonshot is bold: unlock $100B in customer value by 2035 and redefine how global industry works.

What Cognite is Relentless to achieve

We thrive in challenges. We challenge assumptions. We execute with speed and ownership. If you view obstacles as signals to step forward – not step back – you’ll feel at home here. Join us in this venture where AI and data meet ingenuity, and together, we forge the path to a smarter, more connected industrial future.

Location: This hybrid role is based in our new HQ in Tempe, AZ and is expected in office a minimum of 3-days per week to collaborate with other members of the People team as well as senior executives/hiring managers.

How you’ll demonstrate Ownership 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 & 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…