Senior Technical Recruiter

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. We will pay relocation bonus for the right candidate so you can join us in the office at least 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 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 Culture of Shared Responsibility: You foster a culture where hiring is a team sport, leading cross‑functional alignment between Hiring Managers, People Business Partners, Total Rewards, and Department Heads to ensure budget, role design, and talent strategy are perfectly synced. Strategic Future‑State Thinking: You partner with leadership to think beyond today's needs, helping teams define the competencies, skills, and talent profiles required as Cognite scales—ensuring we attract and hire people capable of growing into tomorrow's leadership and technical roles. Bar‑Raising & Gate‑Keeping Excellence: You possess the executive presence and credibility to push back on hiring decisions that don't meet the Cognite Standard, ensuring that our commitment to excellence is sustained even during periods of rapid growth or hiring urgency. Strategic Influence Without Formal Authority: You influence department‑wide goals by providing real‑time market intelligence, competitive talent data, and hiring insights that dictate how roles are scoped, leveled, and positioned in the marketplace. Creative Problem‑Solving in Complex Markets: You independently navigate the complexity of the global AI talent market, designing non‑obvious ways to attract elite passive talent in a highly competitive landscape where traditional recruiting doesn't work. Community & Network Builder: You establish Cognite as an employer that candidates actively want to join, creating a sustainable talent advantage through community engagement, referral networks, and genuine candidate relationships that span years. Data Integrity & Automation Mindset: You treat the ATS as a system of truth and ruthlessly automate manual administrative tasks to maximize time spent on high‑value human interaction, strategic sourcing, and talent partnership. Interview Excellence & Capability Building: You elevate the quality of our hiring through thoughtful interview design, coach‑based development of hiring managers, and consistent application of the Cognite Bar across all levels and functions. Required Qualifications 8+ years of full‑cycle recruitment experience in high‑growth SaaS, Deep Tech, AI‑focused, or technology‑driven environments, with a successful track record of hiring for technical, commercial, and/or leadership positions. 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. Proven consultative track record as a business partner who has successfully influenced hiring strategy, raised hiring bar standards, and shaped talent acquisition practices in previous roles. Demonstrated success designing interview frameworks, coaching hiring managers on assessment techniques, and building hiring capability across organizations. Preferred Experience Expert‑level command of modern ATS platforms (e.g., Greenhouse, Lever, Workable) with disciplined approach to data hygiene, funnel analytics, and recruitment metrics. Experience building candidate communities, networks, and referral programs that generate sustained passive candidate flow and active engagement. Track record of moving beyond transactional recruiting to strategic talent partnership—examples of identifying talent bottlenecks, solving them creatively, and elevating hiring quality. Equal Opportunity Cognite is committed to creating a diverse and inclusive environment at work and is proud to be an equal opportunity employer. All qualified applicants will receive the same level of consideration for employment. #J-18808-Ljbffr Cognite