Talent Acquisition Specialist

Element MEA; Sharjah; On-site; AED 240,000 - 360,000; Full time

Job summary

Element MEA is seeking a seasoned Talent Acquisition Specialist in the United Arab Emirates. You will shape talent markets, build credible candidate relationships, and partner with business leaders to hire people who drive measurable impact.

You will own end-to-end recruitment, from strategy to offer, across technical, engineering, and operational roles, while maintaining a proactive, market-aware mindset and a strong focus on candidate experience.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Engineering, or a related discipline.
• 5+ years of hands-on, end-to-end talent acquisition experience.
• Proven success recruiting technical, engineering, skilled, operational, and professional positions.
• Preferred experience within engineering, manufacturing, construction, industrial services, lifting solutions, logistics, or project-based businesses.

Responsibilities

• 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.
• Work closely with department heads, project managers, and business leaders to understand purpose, requirements, priorities, and market compensation.
• Proactively identify candidates through LinkedIn Recruiter, job portals, referrals, and direct outreach and build specialist talent pools.
• Screen and assess candidates through structured interviews, presenting concise, evidence-based recommendations.
• Coordinate interviews, gather structured feedback, and maintain momentum in the selection process.
• Prepare and present employment offers, support compensation discussions, and manage negotiations.
• Track recruitment analytics and use data to improve sourcing, assessment, decision-making and closure.
• Represent the organization confidently in the talent market and build lasting talent pipelines.

Skills

Talent strategy

Hiring-manager partnership

Sourcing & mapping

Screening & assessment

Interview coordination

Candidate experience

Offer negotiations

Recruitment analytics

Employer branding

Continuous improvement

Education

Bachelor's degree in HR/BA/Engineering

HR certification advantageous

Tools

LinkedIn Recruiter

Indeed

Naukri

Recruitment databases

Direct search

Professional networks

Job description

• Candidate experience
• Source effectiveness

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 assessmentReview 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 organization, 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 analyticsTrack 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.

What you bring

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.

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.