Talent Acquisition Specialist - Engineering

NOV; Houston (TX); On-site; USD 60,000 - 95,000; Full time

Job summary

NOV in Houston is seeking an experienced recruiter to manage end-to-end recruitment for a diverse portfolio, from sourcing through assessment and offer, with smooth handover to onboarding.

You will partner with hiring managers and HR, define role outcomes, criteria, and delivery priorities, while using data and AI tools within company standards to drive fair, efficient hiring.

Qualifications

• Proven experience in end-to-end recruitment in a corporate setting.
• Clear verbal and written communication, including the ability to explain evidence, manage expectations and constructively question hiring requirements.
• Learning agility and practical problem-solving, with sound judgment when priorities change or information is incomplete.
• Strong collaboration and interpersonal skills, with the ability to build effective relationships across hiring teams, HR and shared-service partners.
• Fluency in English.
• Ability to interpret basic talent-market and recruitment-funnel data, recognize limitations and translate findings into practical action.
• Working knowledge of structured interviews, job-relevant assessment and consistent documentation of candidate evidence.

Responsibilities

• Manage end-to-end recruitment for your assigned portfolio, from sourcing and screening through assessment and offer, with a clear handover to onboarding partners.
• Coordinate shared-service support and maintain continuity for hiring managers and candidates.
• Build strong partnerships with hiring managers and HR partners. Agree role outcomes, critical skills, assessment criteria and delivery priorities before search.
• Question unnecessary requirements using available evidence, and raise broader workforce or location choices with the appropriate TA or HR partner.
• Conduct structured candidate evaluations using agreed interviews, relevant work samples and checks.
• Assess demonstrated capability, job-relevant behaviors and learning potential against consistent criteria.
• Record evidence and make recommendations; hiring managers retain selection accountability.
• Explain approved rules for candidate AI use.
• Use talent-market information, salary benchmarks and recruitment data to explain sourcing options and realistic timelines.
• Identify availability or conversion issues, recommend action within your scope, and elevate complex decisions or material exceptions.
• Maintain accurate applicant tracking system records and use approved recruitment technology and AI within company standards.
• Check outputs for accuracy, job relevance and unfair patterns before use.
• Identify unnecessary steps and test agreed improvements, tracking review effort as well as time saved.
• Apply company recruitment, assessment, confidentiality and data-handling standards.
• Communicate clearly about AI use where relevant, document decisions, and seek guidance from designated owners on legal, policy or technology concerns.
• Adapt sourcing and engagement to the role and talent segment.
• Build relevant candidate relationships, reach diverse talent pools and communicate credible information about the role and employee experience.
• Keep role content accurate and respond promptly at important candidate decision points.
• Monitor agreed delivery, conversion and experience measures.
• Contribute recruitment evidence and post-hire feedback to shared quality-of-hire reviews with hiring managers and HR partners.
• Help identify whether improvements concern selection, onboarding, manager support or role expectations.
• Build your advisory, assessment and AI judgment through feedback and continuous learning.
• Share useful market insights and use capacity released by improved workflows for candidate engagement and hiring-manager advice.

Skills

End-to-end recruitment

Stakeholder management

Interviewing skills

Business acumen

Structured evaluation

Communication skills

AI tools literacy

Data-driven decisions

English fluency

Analytical thinking

Tools

Applicant tracking system

Job description

• Manage end-to-end recruitment for your assigned portfolio, from sourcing and screening through assessment and offer, with a clear handover to onboarding partners. Coordinate shared-service support and maintain continuity for hiring managers and candidates.
• Build strong partnerships with hiring managers and HR partners. Agree role outcomes, critical skills, assessment criteria and delivery priorities before search. Question unnecessary requirements using available evidence, and raise broader workforce or location choices with the appropriate TA or HR partner.
• Conduct structured candidate evaluations using agreed interviews, relevant work samples and checks. Assess demonstrated capability, job-relevant behaviors and learning potential against consistent criteria. Record evidence and make recommendations; hiring managers retain selection accountability. Explain approved rules for candidate AI use.
• Use talent-market information, salary benchmarks and recruitment data to explain sourcing options and realistic timelines. Identify availability or conversion issues, recommend action within your scope, and elevate complex decisions or material exceptions.
• Maintain accurate applicant tracking system records and use approved recruitment technology and AI within company standards. Check outputs for accuracy, job relevance and unfair patterns before use. Identify unnecessary steps and test agreed improvements, tracking review effort as well as time saved.
• Apply company recruitment, assessment, confidentiality and data-handling standards. Communicate clearly about AI use where relevant, document decisions, and seek guidance from designated owners on legal, policy or technology concerns.
• Adapt sourcing and engagement to the role and talent segment. Build relevant candidate relationships, reach diverse talent pools and communicate credible information about the role and employee experience. Keep role content accurate and respond promptly at important candidate decision points.
• Monitor agreed delivery, conversion and experience measures. Contribute recruitment evidence and post-hire feedback to shared quality-of-hire reviews with hiring managers and HR partners. Help identify whether improvements concern selection, onboarding, manager support or role expectations.
• Build your advisory, assessment and AI judgment through feedback and continuous learning. Share useful market insights and use capacity released by improved workflows for candidate engagement and hiring-manager advice.

Job Description

• Manage end-to-end recruitment for your assigned portfolio, from sourcing and screening through assessment and offer, with a clear handover to onboarding partners. Coordinate shared-service support and maintain continuity for hiring managers and candidates.
• Build strong partnerships with hiring managers and HR partners. Agree role outcomes, critical skills, assessment criteria and delivery priorities before search. Question unnecessary requirements using available evidence, and raise broader workforce or location choices with the appropriate TA or HR partner.
• Conduct structured candidate evaluations using agreed interviews, relevant work samples and checks. Assess demonstrated capability, job-relevant behaviors and learning potential against consistent criteria. Record evidence and make recommendations; hiring managers retain selection accountability. Explain approved rules for candidate AI use.
• Use talent-market information, salary benchmarks and recruitment data to explain sourcing options and realistic timelines. Identify availability or conversion issues, recommend action within your scope, and elevate complex decisions or material exceptions.
• Maintain accurate applicant tracking system records and use approved recruitment technology and AI within company standards. Check outputs for accuracy, job relevance and unfair patterns before use. Identify unnecessary steps and test agreed improvements, tracking review effort as well as time saved.
• Apply company recruitment, assessment, confidentiality and data-handling standards. Communicate clearly about AI use where relevant, document decisions, and seek guidance from designated owners on legal, policy or technology concerns.
• Adapt sourcing and engagement to the role and talent segment. Build relevant candidate relationships, reach diverse talent pools and communicate credible information about the role and employee experience. Keep role content accurate and respond promptly at important candidate decision points.
• Monitor agreed delivery, conversion and experience measures. Contribute recruitment evidence and post-hire feedback to shared quality-of-hire reviews with hiring managers and HR partners. Help identify whether improvements concern selection, onboarding, manager support or role expectations.
• Build your advisory, assessment and AI judgment through feedback and continuous learning. Share useful market insights and use capacity released by improved workflows for candidate engagement and hiring-manager advice.

Responsibilities

• Reliable delivery against agreed priorities and service commitments, interpreted in the context of hiring complexity.
• Consistent assessment evidence, accurate records and constructive candidate and hiring-manager feedback.
• Useful contributions to quality-of-hire improvement and effective use of released capacity for advice and candidate engagement.

Qualifications

• Proven experience in end-to-end recruitment, preferably in a corporate setting, with the ability to manage an assigned portfolio and competing hiring priorities.
• Clear verbal and written communication, including the ability to explain evidence, manage expectations and constructively question hiring requirements.
• Learning agility and practical problem-solving, with sound judgment when priorities change or information is incomplete.
• Strong collaboration and interpersonal skills, with the ability to build effective relationships across hiring teams, HR and shared-service partners.
• Proficiency with applicant tracking systems and a disciplined approach to data quality. Ability to learn and use approved AI tools, verify their outputs and recognize when human review or escalation is required.
• Evidence of delivering reliable hiring service and improving recruitment outcomes, with attention to assessment quality and candidate experience.
• Fluency in English.
• Ability to interpret basic talent-market and recruitment-funnel data, recognize limitations and translate findings into practical action.
• Working knowledge of structured interviews, job-relevant assessment and consistent documentation of candidate evidence.