Talent Acquisition Specialist - Commercial

NOV; Houston (TX); On-site; USD 70,000 - 110,000; Full time

Job summary

NOV in Houston, Texas seeks a recruiter to manage commercial talent recruitment across US businesses. You will translate commercial requirements into focused search strategies, build pipelines, and conduct structured assessments while maintaining credible candidate relationships.

You will own searches from intake to onboarding, collaborate with the TA leader, and ensure compliant data handling and timely communications with managers. Strong English communication and ATS proficiency are essential.

Qualifications

• Proven end-to-end recruitment experience for sales, business development or related commercial roles.
• Understanding of industrial/technical commercial environments; energy-sector experience desirable.
• Ability to source passive talent and evaluate career evidence.
• Ability to advise hiring managers, explain market evidence, and use structured interviews and consistent documentation.
• Proficiency with applicant tracking systems and data management; ability to use approved AI tools and require human review; Oracle Recruiting Cloud experience desirable.
• Clear written and spoken English; good judgment and collaboration with HR partners.

Responsibilities

• Houston, Texas. Assigned commercial portfolios across US businesses, including sales, account management, business development and technical sales or commercial support positions.
• Build targeted pipelines through industry mapping, competitor research, referrals and direct outreach.
• Engage candidates with credible information about market opportunity, customer proposition and role expectations while respecting confidentiality.
• Own assigned searches from intake through sourcing, assessment and offer to onboarding handover; coordinate priorities with TA leader.
• Develop candidate relationships and manage the offer process within approved terms; communicate through onboarding transition.
• Maintain accurate Hub Recruiting records; use approved technology and AI for agreed tasks with human review; explain AI-use rules.
• Use recruitment data and market feedback to improve delivery and share learnings with colleagues.
• Contribute selection evidence and post-hire feedback to quality-of-hire reviews with HR and managers.

Skills

End-to-end recruitment

Sales recruitment

Commercial recruiting

Passive sourcing

Tools

Oracle Recruiting Cloud

Job description

Job Description

Manage recruitment for commercial talent across assigned NOV US businesses. Help leaders identify the sales and customer-facing capabilities needed to grow accounts, develop markets and deliver customer value. Translate commercial requirements into focused search strategies and structured assessment, while maintaining responsive service and credible candidate relationships.

Job Description

Manage recruitment for commercial talent across assigned NOV US businesses. Help leaders identify the sales and customer-facing capabilities needed to grow accounts, develop markets and deliver customer value. Translate commercial requirements into focused search strategies and structured assessment, while maintaining responsive service and credible candidate relationships.

Responsibilities

Houston, Texas. Assigned commercial portfolios across US businesses, including sales, account management, business development and technical sales or commercial support positions. Work alongside the Commercial and Business Support recruiter, with clear business and requisition ownership agreed by the TA leader.

• Agree the commercial context before search: customer segments, products or services, territory, sales cycle, technical demands and expected contribution. Distinguish customer relationships and market knowledge from transferable selling and account-development capability.
• Build targeted pipelines through industry mapping, competitor research, referrals and direct outreach. Engage commercial candidates using credible information about the market opportunity, customer proposition and role expectations while respecting business and candidate confidentiality.
• Use structured screening to explore how candidates develop opportunities, influence customers, manage accounts and work with technical and delivery teams. Assess evidence of commercial contribution in context with the hiring manager, avoiding unsupported assumptions based on titles or revenue claims alone.
• 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 elevate 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.

Qualifications

• Proven end-to-end recruitment experience for sales, business development, account management or related commercial professional roles.
• Understanding of industrial or technical commercial environments, including different sales models and customer-facing roles. Energy-sector experience is desirable.
• Ability to source passive commercial talent and evaluate career evidence through informed questioning, while managing sensitive candidate and market information.
• 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

Qualified commercial pipeline coverage and conversion, with evidence that candidate capability matches the assigned customer and market requirements. 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.