Talent Acquisition Specialist

Element; Sharjah; On-site; AED 180,000 - 300,000; Full time

Job summary

Element is seeking an experienced Talent Acquisition Specialist in the United Arab Emirates to identify top talent for technical, engineering, and corporate roles. You will shape talent markets, build strong candidate relationships, and partner with business leaders to hire people who drive measurable impact.

You will own sourcing efforts, design recruitment strategies, screen candidates, and manage interview processes while ensuring a positive candidate experience and competitive offers.

Qualifications

• Hands-on, end-to-end talent acquisition experience across technical, engineering, and professional roles.
• Ability to understand complex job requirements and recruit for diverse teams.
• Proven capability to manage multiple vacancies with competing priorities.

Responsibilities

• Develop and execute targeted recruitment strategies for technical, engineering, and corporate roles.
• Partner with department heads to understand business needs and hiring timelines.
• Proactively identify candidates through portals, networks, and direct outreach; build specialist pools.

Skills

Talent acquisition

Sourcing

Screening interviews

Stakeholder management

Interview coordination

Offer negotiations

Analytics

Employer branding

Education

Bachelor's degree in HR, Business, Engineering

Tools

LinkedIn Recruiter

Indeed

Naukri

Recruitment databases

Job description

Talent Acquisition Specialist

Find the people who will power our next stage of growth

We are a growing industrial organization where every successful project begins with the right people.

We are looking for an experienced Talent Acquisition Specialist who can identify exceptional talent, understand complex technical requirements and turn ambitious workforce plans into successful hires.

This is not a role focused on processing applications. You will actively shape talent markets, build credible candidate relationships, and partner with business leaders to hire people who can make a measurable difference.

What you will own

• Talent acquisition strategy - Develop and execute targeted recruitment strategies for technical, engineering, skilled, operational, sales and corporate positions. Identify the most effective sourcing channels for each role and build a healthy pipeline of qualified talent for current and future requirements.
• Hiring-manager partnership - Work closely with department heads, project managers and business leaders to understand
  the purpose and business impact of each position
  technical and behavioral requirements
  workforce priorities and hiring timelines
  market availability and compensation expectations
  factors that will determine long-term success in the role
  Challenge unclear requirements and convert every hiring need into a focused, realistic search strategy.
• Talent sourcing and market mapping - Proactively identify candidates through LinkedIn Recruiter, job portals, professional networks, referrals, industry mapping, databases and direct outreach. Build specialist talent pools instead of restarting the search every time a vacancy opens.
• Candidate screening and assessment - Review applications and conduct structured screening interviews to assess
  Relevant experience and technical exposure
  Career motivation and professional ambitions
  Communication and stakeholder-management skills
  Cultural and organizational alignment
  Compensation expectations and availability - suitability for the position and future growth potential. Present hiring managers with concise evidence-based candidate recommendations, not a stack of résumés.
• Interview-process management - Coordinate interviews, prepare candidates and interviewers, collect structured feedback and maintain momentum throughout the selection process. Ensure that decisions are made promptly and that promising candidates are not lost because the process went quiet.
• Candidate experience - Create a professional, respectful and engaging experience from the first conversation through offer acceptance. Maintain clear communication, provide timely updates and ensure every candidate understands the opportunity, the organisation and the next step.
• Offer management and negotiation - Prepare and present employment offers, support compensation discussions, manage negotiations and address candidate concerns professionally. Partner with internal decision-makers to secure strong candidates while maintaining fairness, consistency and alignment with approved compensation structures.
• Recruitment analytics - Track and report key talent-acquisition measures including
  Time to shortlist
  Time to hire
  Source effectiveness
  Interview-to-offer ratio
  Offer acceptance rate
  Vacancy ageing
  Recruitment cost
  Quality of hire. Use the data to identify bottlenecks and improve sourcing, assessment, decision-making and closure.
• Employer positioning - Represent the organization confidently and authentically in the talent market. Help candidates understand the scale of the opportunity, the impact of their role and the career possibilities available within a growing industrial business.
• Continuous improvement - Regularly review recruitment performance and introduce practical improvements to talent mapping, sourcing, screening, interviews, stakeholder communication and offer conversion.

Why this role matters

The people you hire will strengthen projects, deepen technical capability, support customers and help the organization enter its next chapter of growth.

If you want talent acquisition to be treated as a strategic business function and you have the judgment, energy and persistence to make that happen, we would like to meet you.

Education

Bachelor's degree in Human Resources, Business Administration, Engineering, or a related discipline. A recognized talent acquisition or HR certification would be an advantage.

Experience

At least five years of hands-on, end-to-end talent acquisition experience. Demonstrated success recruiting technical, engineering, skilled, operational, and professional positions. Preferred experience within engineering, manufacturing, construction, industrial services, lifting solutions, logistics, or project-based businesses. Proven ability to manage several specialized vacancies simultaneously.

Technical recruitment capability - You can understand complex job requirements, engage credibly with technical leaders, and distinguish between candidates who look suitable on paper and those who can genuinely perform.

Sourcing expertise - You are confident using LinkedIn Recruiter, Indeed, Naukri, recruitment databases, referrals, direct search, and professional networks to reach both active and passive candidates.

Communication and influence - You can build trust with candidates and hiring managers, manage expectations, navigate difficult conversations, and keep stakeholders moving toward a decision.

Commercial awareness - You understand that every open position has a business cost. You balance speed, quality, candidate expectations, and market realities while protecting the organization’s hiring standards.

Ownership and resilience - You take responsibility for results. When a search becomes difficult, you change the strategy, not the standard. You will thrive in this role if you enjoy finding talent for positions others describe as difficult to fill.

Can speak confidently with engineers, technicians, commercial professionals, and senior leaders. Believe recruitment should create business value, not administrative activity. Know that the best candidates are rarely waiting beside the Apply button. Combine strong relationship-building with disciplined follow-through.

Want to build talent pipelines that support long-term organizational growth.