RECRUITING MANAGER

Socket.dev; Houston (TX); On-site; USD 120,000 - 190,000; Full time

Job summary

Nabors is seeking a senior leader to direct enterprise recruiting strategy, governance, and delivery across global operations. You will align priorities with business needs, guide operations and team capability, and ensure compliant, high-quality talent acquisition.

You will lead workforce planning, vendor relationships, and ATS improvements while building diverse, qualified pipelines and delivering measurable outcomes. Strong global recruiting, analytics, and regulatory experience are essential.

Qualifications

• Bachelor's degree in HR, Business Admin, or related field.
• 5–7 years recruiting experience, including multi-location/global.
• 3+ years of people leadership or supervisory experience in recruiting or talent acquisition.
• Experience leading full-cycle recruiting programs, sourcing and selection practices, recruiting operations, vendor relationships, and applicant tracking systems.
• Working knowledge of Oracle Fusion Cloud with a strong ability to analyze recruiting data to improve processes in a service-oriented environment.
• Working knowledge of applicable employment regulations, equal employment opportunity practices, recruiting documentation, and data reporting.

Responsibilities

• Lead recruiting strategy, annual priorities, and delivery plans in alignment with workforce demand, business growth, internal mobility, and retention objectives.
• Partner with business and HR leaders to translate workforce plans into recruiting capacity, sourcing, selection, and hiring priorities across corporate, technical, field, and international roles.
• Establish measurable recruiting goals and service expectations, evaluate progress, and adjust resources or programs to address critical talent gaps.
• Own recruiting workflows and applicant tracking practices, ensuring requisition, candidate, interview, offer, hire, transfer, and disposition data are complete, accurate, and timely.
• Develop and analyze recruiting reports, pipeline and applicant-flow data, vendor results, and hiring outcomes to identify constraints, monitor performance, and inform leadership decisions.
• Lead process improvements, system enhancements, documentation, and user guidance that improve recruiting scalability, controls, and service quality.
• Maintain recruiting policies, procedures, and selection practices that align with applicable employment requirements, equal employment opportunity expectations, and company standards.
• Monitor recruiting documentation, applicant flow, and selection activity for compliance, audit readiness, consistency, and appropriate records management.
• Advise hiring leaders and recruiters on compliant, equitable, and job-related recruiting practices, escalating material risks through appropriate HR or legal channels.
• Lead, coach, and develop recruiting team members through clear accountabilities, workload planning, feedback, capability development, and performance expectations.

Skills

Staffing Strategy

Talent Sourcing

Talent Assessment

Human Resources Systems

Employment Regulations

Data Management

Performance Analysis

Vendor Negotiation

Team Management

Cross-functional Teamwork

Communication Strategy

Budget Development

Education

Bachelor's degree in Human Resources, Business Administration, or a related field

Tools

Oracle Fusion Cloud

Applicant Tracking Systems (ATS)

Job description

Leads the strategy, governance, and delivery of enterprise recruiting programs that build qualified talent pipelines, support workforce plans, and provide a consistent candidate and hiring-manager experience. The role aligns recruiting priorities with business needs, directs recruiting operations and team capability, strengthens compliance and data quality, and improves the cost, speed, and effectiveness of talent acquisition across domestic and global operations.

Responsibilities

ESSENTIAL FUNCTIONS

Essential functions should be organized by the core skill domains required for the role. Each function should describe a measurable outcome that draws on the identified skills.

Talent Acquisition Strategy & Workforce Alignment

• Lead recruiting strategy, annual priorities, and delivery plans in alignment with workforce demand, business growth, internal mobility, and retention objectives.
• Partner with business and HR leaders to translate workforce plans into recruiting capacity, sourcing, selection, and hiring priorities across corporate, technical, field, and international roles.
• Establish measurable recruiting goals and service expectations, evaluate progress, and adjust resources or programs to address critical talent gaps.

Sourcing, Selection & Candidate Experience

• Direct multi-channel sourcing strategies, internal job posting, employee referral, internship, contingent labor, and targeted recruiting programs that build diverse, qualified pipelines.
• Govern consistent screening, interviewing, assessment, reference, background, offer, and pre-employment practices that support sound and timely hiring decisions.
• Guide recruiting communications and employment marketing to present clear role expectations, strengthen candidate engagement, and support the company employment brand.

Recruiting Operations, Systems & Analytics

• Own recruiting workflows and applicant tracking practices, ensuring requisition, candidate, interview, offer, hire, transfer, and disposition data are complete, accurate, and timely.
• Develop and analyze recruiting reports, pipeline and applicant-flow data, vendor results, and hiring outcomes to identify constraints, monitor performance, and inform leadership decisions.
• Lead process improvements, system enhancements, documentation, and user guidance that improve recruiting scalability, controls, and service quality.

Compliance, Policy & Risk Management

• Maintain recruiting policies, procedures, and selection practices that align with applicable employment requirements, equal employment opportunity expectations, and company standards.
• Monitor recruiting documentation, applicant flow, and selection activity for compliance, audit readiness, consistency, and appropriate records management.
• Advise hiring leaders and recruiters on compliant, equitable, and job-related recruiting practices, escalating material risks through appropriate HR or legal channels.

Team Leadership, Stakeholder Partnership & Vendors

• Lead, coach, and develop recruiting team members through clear accountabilities, workload planning, feedback, capability development, and performance expectations.
• Build trusted partnerships with hiring managers, HR partners, and business leaders by providing market insight, practical recruiting guidance, and transparent status communication.
• Select, negotiate with, and oversee recruiting vendors and employment service providers; monitor cost, quality, responsiveness, contractual performance, and business value.

NON-ESSENTIAL (ADDITIONAL) FUNCTIONS

• Support enterprise HR projects, organizational initiatives, audits, and special workforce programs as assigned.
• Represent the organization at selected recruiting events, professional forums, campus activities, and community partnerships.
• Contribute recruiting expertise to employer-brand, onboarding, retention, talent development, and workforce-planning initiatives.

CORE SKILLS PROFILE

Proficiency Scale: Foundational → Developing → Proficient → Advanced → Expert

Skill Proficiency Application in Role

Staffing Strategy Advanced Translates business and workforce priorities into scalable recruiting plans, capacity decisions, and measurable outcomes.

Talent Sourcing Advanced Directs multi-channel sourcing approaches that build qualified pipelines for varied and difficult-to-fill roles.

Talent Assessment Advanced Establishes structured, job-related selection practices and guides sound evaluation and hiring decisions.

Human Resources Systems Advanced Governs applicant tracking workflows, recruiting data standards, user practices, and system improvements.

Employment Regulations Proficient Applies employment requirements and company standards to recruiting policies, documentation, and selection practices.

Data Management Proficient Maintains reliable recruiting data and reporting for operational, compliance, and leadership use.

Performance Analysis Proficient Evaluates recruiting activity, pipeline health, service outcomes, and vendor performance to drive improvement.

Vendor Negotiation Proficient Negotiates and manages recruiting service providers for quality, cost effectiveness, and value.

Team Management Advanced Sets direction, allocates work, coaches recruiters, and builds accountable team capability.

Cross-functional Teamwork Advanced Aligns closely with hiring leaders, HR partners, and support functions to resolve recruiting needs.

Communication Strategy Advanced Shapes clear recruiting, candidate, and stakeholder communications across varied audiences.

Budget Development Proficient Supports recruiting budgets, forecasts, vendor spend controls, and resource planning.

Qualifications

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• Five to seven years of progressive recruiting experience, including experience supporting a multi-location or global organization.
• Three or more years of people leadership or supervisory experience in recruiting or talent acquisition.
• Experience leading full-cycle recruiting programs, sourcing and selection practices, recruiting operations, vendor relationships, and applicant tracking systems.
• Working knowledge of Oracle Fusion Cloud with a strong ability to analyze recruiting data to improve processes in a service-oriented environment.
• Working knowledge of applicable employment regulations, equal employment opportunity practices, recruiting documentation, and data reporting.
• Strong leadership, consultation, negotiation, written communication, and stakeholder-management skills across organizational levels.

PREFERRED QUALIFICATIONS

The following are valued but not required. Candidates demonstrating equivalent skills through alternative pathways may be considered.

• Master's degree in Human Resources, Business Administration, or a related discipline.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable professional HR certification.
• Experience recruiting for energy, industrial, engineering, technical, field operations, or offshore drilling roles.
• Experience with global recruiting, cross-cultural candidate engagement, and multi-jurisdiction hiring practices.
• Experience improving applicant tracking systems, recruiting analytics, employment marketing, or talent acquisition operating models.

PHYSICAL REQUIREMENTS & WORKING CONDITIONS

Work is performed primarily in a professional office or hybrid environment with frequent use of a computer, phone, and standard office equipment. The role requires regular communication, meetings, and review of detailed information, with periods of sitting or standing. Occasional domestic and international travel may be required for recruiting events, business meetings, and operational support. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions.

Nabors is a leading provider of advanced technology for the energy industry. With operations in about 20 countries, Nabors has established a global network of people, technology and equipment to deploy solutions that deliver safe, efficient and responsible hydrocarbon production. By leveraging its core competencies, particularly in drilling, engineering, automation, data science and manufacturing, Nabors aims to innovate the future of energy and enable the transition to a lower carbon world.

Equal Opportunity Employer

Nabors is committed to providing equal employment opportunities to all employees and applicants and prohibiting discrimination and harassment of any type without regard to race, religion, age, color, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training. To learn more about our Fair Employment practices, please refer to the Nabors Code of Conduct.