Talent Acquisition Specialist

Deliver recruitment across an assigned mix of business support functions within NOV’s US businesses. Advise managers on role requirements and realistic talent options, and adapt sourcing and assessment to each profession. Balance varied hiring priorities while maintaining clear ownership, consistent candidate care and reliable service.

• Proven end-to-end recruitment experience across commercial and business support roles, including ownership of a varied professional portfolio.
• Ability to understand different professional disciplines quickly and apply distinct sourcing and screening approaches. Experience in finance, legal, projects or business operations recruitment is relevant.
• Strong prioritization and stakeholder management across competing functions, with the confidence to explain trade-offs and escalate capacity or scope conflicts.
• 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

  Reliable delivery across the mixed portfolio, with qualified slates and assessment evidence appropriate to each profession. 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 business support portfolios across US businesses. Business support coverage may include finance, legal, project management, business operations or administrative functions, as allocated by the TA leader.  

• Build an understanding of each assigned function’s contribution, specialist skills and stakeholder requirements. Distinguish professional expertise, credentials and decision-making responsibility from generic business support experience before agreeing a search strategy.
• Develop sourcing approaches for both commercial candidates and specialist support professions. Map relevant industry and professional communities, identify transferable experience and explain market constraints when competing requirements or locations restrict supply.
• Agree function-relevant screening and assessment with managers and subject experts. Explore commercial contribution for sales roles and analytical judgment, advisory capability or professional work evidence for support roles. Confirm required credentials through the agreed verification process.
• 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.