Senior Talent Acquisition Specialist

NOV; Houston (TX); On-site; USD 90,000 - 140,000; Full time

Job summary

NOV in Houston seeks a Senior Talent Acquisition Specialist to lead recruitment for senior, specialist and complex Global Functions roles. You will translate business needs into hiring strategies, advise leaders, strengthen candidate relationships, and improve quality of hire through targeted improvements and mentoring.

You will manage end-to-end recruitment, collaborate with HRBP and leaders, and guide decisions with market data and AI-guided insights while maintaining strong stakeholder

Qualifications

• Demonstrated independence and sound judgment when navigating ambiguous recruitment situations.
• Proven success recruiting specialized talent and senior appointments up to Director level.
• End-to-end recruitment experience with ownership of competing searches and differentiated sourcing.
• Strong verbal and written communication with ability to influence senior stakeholders.
• Learning agility and analytical problem-solving in changing market conditions.
• Experience mentoring peers or improving recruitment practice.
• Proficiency with enterprise applicant tracking and recruitment systems.
• Ability to evaluate AI outputs for accuracy, job relevance and fairness.
• Fluency in English.

Responsibilities

• Develop and maintain professional networks and targeted pipelines for priority scarce skills and leadership appointments.
• Engage HR Business Partners and leaders to clarify skill needs and options.
• Act as a trusted advisor to leaders, explaining market constraints and trade-offs.
• Manage end-to-end recruitment for complex and senior searches through assessment, offer and onboarding handover.
• Build partnerships with hiring managers and department heads, guiding discussions and decisions.
• Agree role-specific success profiles and design structured assessments within global standards.
• Interpret talent-market intelligence and salary benchmarks to advise hiring approaches.
• Use enterprise recruitment systems and approved AI with sound judgment; lead workflow automation pilots.
• Apply company standards for confidentiality and data handling in recruitment.
• Agree expectations and provide feedback on quality-of-hire for similar roles.
• Mentor colleagues and share market/advisory practices; support calibration.

Skills

Independent judgment

Senior appointments

Stakeholder influence

Talent-market evidence

Complex global roles

ATS proficiency

AI governance

English fluency

Tools

Enterprise ATS

Job description

Job Description

As a Senior Talent Acquisition Specialist, lead recruitment for assigned senior, specialist and complex Global Functions roles at NOV. Independently translate business needs and talent-market evidence into hiring approaches, advising leaders and HR partners when requirements or options are unclear. Strengthen selection and candidate relationships through sound judgment and approved technology. Contribute to shared quality-of-hire improvement and develop recruitment practice through targeted improvements and peer mentoring.

Job Description

As a Senior Talent Acquisition Specialist, lead recruitment for assigned senior, specialist and complex Global Functions roles at NOV. Independently translate business needs and talent-market evidence into hiring approaches, advising leaders and HR partners when requirements or options are unclear. Strengthen selection and candidate relationships through sound judgment and approved technology. Contribute to shared quality-of-hire improvement and develop recruitment practice through targeted improvements and peer mentoring.

Responsibilities

• Develop and maintain professional networks and targeted pipelines for priority scarce skills and leadership appointments. Link candidate relationships to identifiable business demand and tailor engagement to talent availability, seniority and candidate needs.
• Engage HR Business Partners and functional leaders to clarify current and emerging skill needs. Challenge replacement assumptions and outdated requirements, using evidence to present internal development, redeployment, location or external hiring options to the responsible decision-makers.
• Act as a trusted advisor to assigned leaders. Independently recommend hiring approaches, explain market constraints and trade-offs, and influence success profiles and priorities. Resolve ambiguous recruitment issues within your authority and escape material workforce or investment decisions.
• Manage end-to-end recruitment for complex and senior searches through assessment, offer and handover to onboarding partners. Coordinate shared-service or specialist support while retaining continuity with stakeholders and candidates and adapting delivery to the hiring segment.
• Build strong partnerships with hiring managers and department heads, including constructive challenge in difficult hiring discussions. Develop candidate relationships using credible role and employee evidence, communicate clearly about AI use, and guide informed decisions through the offer process.
• Agree role-specific success profiles and design relevant structured assessment within global standards. Calibrate interviewer judgment using work samples and consistent criteria for capability, job-relevant behaviours and learning potential. Explain candidate AI-use rules and provide evidence-based recommendations; hiring managers retain selection accountability.
• Interpret talent-market intelligence, salary benchmarks and recruitment-funnel evidence to recommend changes in hiring approach. Identify emerging talent risks and data limitations, and bring actionable insight into workforce discussions with HR and business leaders.
• Use enterprise recruitment systems and approved AI with sound judgment. Verify outputs, identify unfair patterns or data issues, and retain decision evidence. Lead assigned workflow or automation pilots with relevant owners, measuring additional review work, net capacity released and the value of its redeployment.
• Apply company recruitment, assessment, confidentiality and data-handling standards. Identify complex exceptions or technology risks and ...
• Agree contribution expectations before search and retain selection evidence. Partner with business, HR and People Analytics on quality-of-hire feedback for comparable roles at relevant tenure. Recommend improvements across selection and post-hire support, recognising their shared influence on outcomes.
• Mentor colleagues and share effective market, advisory and assessment practices. Support hiring-manager assessment capability and team calibration, and help colleagues learn from difficult cases. This is an individual-contributor role without formal people-management accountability.

Qualifications

• Demonstrated independence and sound judgment in ambiguous recruitment situations, with the ability to build an evidence-based recommendation and recognize the limits of your authority.
• Demonstrated success recruiting specialized talent and senior appointments up to Director level, including searches where talent is scarce or stakeholder needs are complex.
• Proven end-to-end recruitment experience, preferably in a corporate setting, with ownership of competing searches and differentiated sourcing and engagement approaches.
• Strong verbal and written communication, with evidence of influencing senior stakeholders, constructively challenging requirements and explaining trade-offs.
• Learning agility and analytical problem-solving, with the ability to adapt hiring approaches as work, skills and market conditions change.
• Strong relationships across business and HR teams, with experience mentoring peers or improving recruitment practice through others.
• Proficiency with enterprise applicant tracking and recruitment systems, strong data discipline and the ability to evaluate approved AI outputs for accuracy, job relevance and fairness concerns.
• Evidence of using market intelligence, recruitment data and structured assessment to improve hiring decisions and outcomes. Ability to calibrate interviewer judgment and distinguish contribution evidence from service satisfaction.
• Fluency in English.

About Us

Every day, the oil and gas industry’s best minds put more than 150 years of experience to work to help our customers achieve lasting success.

We Power the Industry that Powers the World

Throughout every region in the world and across every area of drilling and production, our family of companies has provided the technical expertise, advanced equipment, and operational support necessary for success—now and in the future.

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We are a global family of thousands of individuals, working as one team to create a lasting impact for ourselves, our customers, and the communities where we live and work.

Purposeful Innovation

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Service Above All

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About The Team

Corporate

Our family of companies is supported by our global Corporate teams, providing expert knowledge from functions including Human Resources, Information Technology, Compliance, Finance, QHSE, Marketing and Legal centers of expertise. We are structured to provide guidance and service above all to all our business operations.