Talent Acquisition Specialist

Manage recruitment for commercial talent across assigned NOV US businesses. Help leaders identify the sales and customer-facing capabilities needed to grow accounts, develop markets and deliver customer value. Translate commercial requirements into focused search strategies and structured assessment, while maintaining responsive service and credible candidate relationships.

• Proven end-to-end recruitment experience for sales, business development, account management or related commercial professional roles.
• Understanding of industrial or technical commercial environments, including different sales models and customer-facing roles. Energy-sector experience is desirable.
• Ability to source passive commercial talent and evaluate career evidence through informed questioning, while managing sensitive candidate and market information.
• 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. Oracle Recruiting Cloud experience is desirable.

• Clear written and spoken English, sound judgment and effective collaboration with business and HR partners. Relevant degree or equivalent practical recruiting experience.

  Success measures

  Qualified commercial pipeline coverage and conversion, with evidence that candidate capability matches the assigned customer and market requirements. Evaluate agreed delivery, offer acceptance, candidate experience and hiring-manager service feedback alongside hiring complexity and dependencies. Maintain accurate records and consistent assessment evidence. Contribute to shared quality-of-hire learning and improvement; agree numeric targets with the TA leader using the portfolio baseline.

Houston, Texas. Assigned commercial portfolios across US businesses, including sales, account management, business development and technical sales or commercial support positions. Work alongside the Commercial and Business Support recruiter, with clear business and requisition ownership agreed by the TA leader.

• Agree the commercial context before search: customer segments, products or services, territory, sales cycle, technical demands and expected contribution. Distinguish customer relationships and market knowledge from transferable selling and account-development capability.
• Build targeted pipelines through industry mapping, competitor research, referrals and direct outreach. Engage commercial candidates using credible information about the market opportunity, customer proposition and role expectations while respecting business and candidate confidentiality.
• Use structured screening to explore how candidates develop opportunities, influence customers, manage accounts and work with technical and delivery teams. Assess evidence of commercial contribution in context with the hiring manager, avoiding unsupported assumptions based on titles or revenue claims alone.
• Own assigned searches from intake through sourcing, assessment and offer to an explicit onboarding handover. Agree priorities and service expectations with managers, track stalled decisions and rebalance competing work with the TA leader before service is affected.
• Develop candidate relationships and manage the offer process within approved terms. Use internal talent routes and sourcing support where available, coordinate candidate and manager feedback, and maintain clear communication through the transition to onboarding partners.
• Maintain accurate Hub Recruiting records, candidate evidence and stage dates. Use approved technology and AI for agreed tasks, check outputs for accuracy and job relevance, and apply 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 evaluating time saved, and use released capacity for hiring-manager advice and candidate engagement. Share useful learning with colleagues.

• Contribute selection evidence and post-hire feedback to shared quality-of-hire reviews. Help managers and HR distinguish issues in selection from onboarding, role expectations or manager support, and agree practical follow-up actions within the recruiting remit.

  Decision rights and key interfaces

  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; coordinate Talent Scouts or other support where available. Escalate material scope, capacity or candidate concerns promptly.