Talent Acquisition Specialist

NOV•Houston, TX

About The Position

Deliver high-volume recruitment for manufacturing and operations roles across assigned NOV US sites. Build accessible local candidate pipelines and help managers make timely, consistent hiring decisions. Balance hiring campaigns and individual vacancies, maintain clear candidate communication, and support reliable offer-to-start conversion without compromising assessment quality. The role is based in Houston or Odessa, Texas, according to the assigned position. Houston-based roles support allocated manufacturing and operations portfolios; the Odessa-based position covers Midland and Odessa. Typical assignments may include production, assembly, machining, welding, warehouse, field-service, and other hourly operational roles. Site coverage is allocated by the TA leader. Own day-to-day recruitment delivery and recommendations for the assigned portfolio. Hiring managers retain selection accountability; designated owners approve headcount, compensation, and policy exceptions. The TA leader owns portfolio allocation and workload balancing. Partner with HR, onboarding teams, and functional assessors, and coordinate Talent Scouts.

Requirements

Demonstrated end-to-end high-volume recruitment experience for hourly manufacturing, operations, skilled trades, or field-service roles.
Practical knowledge of local candidate markets and effective community, referral, and direct-sourcing channels.
Ability to adapt to site-specific demand and different shift arrangements.
Strong organization and candidate communication, with experience managing hiring campaigns, interview attendance, multiple offers, and pre-start follow-up.
Ability to advise hiring managers, explain market and recruitment-funnel evidence, and use structured interviews and consistent candidate documentation.
Proficiency with applicant tracking systems and accurate data management.
Ability to use approved AI tools, verify outputs, and recognize when human review is needed.
Clear written and spoken English, sound judgment, and effective collaboration with business and HR partners.
Relevant degree or equivalent practical recruiting experience.

Nice To Haves

Oracle Recruiting Cloud experience.

Responsibilities

Translate site staffing needs into prioritized hiring plans with managers and HR, clarifying approved vacancies, required skills, shift patterns, work location, pay parameters, and realistic start requirements.
Explain work conditions to candidates early and promptly flag changes in demand or recruitment capacity constraints.
Build local candidate pipelines through referrals, community and trade-school relationships, relevant job boards, and hiring events.
Re-engage suitable previous applicants and organize targeted campaigns for repeat hiring demand.
Work with the campus capability owner where early-career activity overlaps.
Conduct efficient, job-relevant candidate screens and coordinate practical skills assessments with site experts where required.
Confirm candidate interest and availability against stated role requirements; use consistent criteria and maintain individual assessment evidence during group or campaign hiring.
Manage hiring campaigns and live requisitions from sourcing through offer and onboarding handover.
Monitor funnel health, interview attendance, and pending decisions; organize manager interview capacity and coordinate agreed support to move candidates forward without avoidable delays.
Explain offers and next steps clearly, work within approved terms, and maintain candidate contact through the agreed pre-start handover.
Track accepted candidates and start-date readiness with HR and onboarding partners, and respond to withdrawal or no-show patterns without taking over those partners’ process responsibilities.
Maintain accurate Hub Recruiting records, candidate evidence, and stage dates.
Use approved technology and AI for agreed tasks, verify outputs for accuracy and job relevance, and follow confidentiality and data-handling standards.
Explain approved candidate AI-use rules and escalate concerns through designated owners.
Use recruitment data and market feedback to improve delivery; test agreed workflow changes, account for review effort when assessing time saved, and use released capacity for hiring-manager advice and candidate engagement.
Share useful learning with colleagues and contribute selection evidence and post-hire feedback to shared quality-of-hire reviews.
Help managers and HR distinguish selection issues from onboarding, role expectations, or manager support, and agree practical follow-up actions within the recruiting remit.
Evaluate delivery, offer acceptance, candidate experience, and hiring-manager service feedback alongside hiring complexity and dependencies; agree numeric targets with the TA leader using the portfolio baseline.