Talent Acquisition Specialist - Engineering

NOV•Houston, TX

11d

About The Position

Manage end-to-end recruitment for an assigned portfolio, from sourcing and screening through assessment and offers, with a clear handover to onboarding partners. Coordinate shared-service support and maintain continuity for hiring managers and candidates. Partner with hiring managers and HR partners to agree on role outcomes, critical skills, assessment criteria, and delivery priorities before beginning a search. Use evidence to question unnecessary requirements and raise broader workforce or location choices with the appropriate TA or HR partner. Conduct structured candidate evaluations using agreed interviews, relevant work samples, and checks. Assess demonstrated capability, job-relevant behaviors, and learning potential against consistent criteria; document evidence and make recommendations while leaving selection accountability with hiring managers. Explain approved rules for candidate AI use. Use talent-market information, salary benchmarks, and recruitment data to discuss sourcing options and realistic timelines. Identify availability or conversion issues, recommend actions within scope, and escalate complex decisions or material exceptions. Maintain accurate applicant tracking system records and use approved recruitment technology and AI in line with company standards. Check outputs for accuracy, job relevance, and unfair patterns. Identify unnecessary process steps, test agreed improvements, and track review effort alongside time saved. Apply recruitment, assessment, confidentiality, and data-handling standards. Communicate clearly about AI use where relevant, document decisions, and seek guidance from designated owners on legal, policy, or technology concerns. Adapt sourcing and engagement to each role and talent segment. Build candidate relationships, reach diverse talent pools, provide credible information about roles and the employee experience, keep role content accurate, and respond promptly at important candidate decision points. Monitor agreed delivery, conversion, and experience measures. Contribute recruitment evidence and post-hire feedback to quality-of-hire reviews with hiring managers and HR partners, helping identify whether improvements relate to selection, onboarding, manager support, or role expectations. Develop advisory, assessment, and AI judgment through feedback and continuous learning; share market insights and use capacity released by improved workflows for candidate engagement and hiring-manager advice.

Requirements

Proven experience in end-to-end recruitment, preferably in a corporate setting, including managing an assigned portfolio and competing hiring priorities.
Clear verbal and written communication, including explaining evidence, managing expectations, and constructively questioning hiring requirements.
Learning agility and practical problem-solving, with sound judgment when priorities change or information is incomplete.
Strong collaboration and interpersonal skills, including the ability to build relationships across hiring teams, HR, and shared-service partners.
Proficiency with applicant tracking systems and a disciplined approach to data quality.
Ability to learn and use approved AI tools, verify outputs, and recognize when human review or escalation is required.
Evidence of delivering reliable hiring service and improving recruitment outcomes, with attention to assessment quality and candidate experience.
Fluency in English.
Ability to interpret basic talent-market and recruitment-funnel data, recognize limitations, and translate findings into practical action.
Working knowledge of structured interviews, job-relevant assessment, and consistent documentation of candidate evidence.

Responsibilities

Manage end-to-end recruitment for an assigned portfolio, from sourcing and screening through assessment and offer, and hand over to onboarding partners.
Coordinate shared-service support and maintain continuity for hiring managers and candidates.
Partner with hiring managers and HR partners to agree role outcomes, critical skills, assessment criteria, and delivery priorities.
Use evidence to question unnecessary requirements and raise broader workforce or location choices with the appropriate TA or HR partner.
Conduct structured candidate evaluations using agreed interviews, relevant work samples, and checks; assess candidates consistently and document evidence and recommendations.
Explain approved rules for candidate AI use and apply approved recruitment technology and AI in line with company standards.
Use talent-market information, salary benchmarks, and recruitment data to explain sourcing options and realistic timelines.
Identify availability or conversion issues, recommend actions within scope, and escalate complex decisions or material exceptions.
Maintain accurate applicant tracking system records and check technology outputs for accuracy, job relevance, and unfair patterns.
Identify unnecessary recruitment steps, test agreed improvements, and track review effort as well as time saved.
Apply recruitment, assessment, confidentiality, and data-handling standards; communicate about AI use where relevant and document decisions.
Adapt sourcing and engagement to roles and talent segments, build candidate relationships, reach diverse talent pools, and provide credible role and employee-experience information.
Keep role content accurate and respond promptly at important candidate decision points.
Monitor agreed delivery, conversion, and candidate-experience measures.
Contribute recruitment evidence and post-hire feedback to quality-of-hire reviews, helping identify improvement opportunities across selection, onboarding, manager support, and role expectations.
Build advisory, assessment, and AI judgment through feedback and continuous learning; share market insights and use released capacity for candidate engagement and hiring-manager advice.
Deliver reliably against agreed priorities and service commitments, taking hiring complexity into account.
Provide consistent assessment evidence, accurate records, and constructive candidate and hiring-manager feedback.