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Open nowPosted yesterday

Talent Acquisition Specialist

NOV647 open roles

Where
Houston, TX, United States
Work mode
Hybrid
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Your applicationOpen nowTalent Acquisition SpecialistNOV · Houston, TX, United States

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on NOV's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

13.5% of postings close within 7 days. Measured by our own scanner across the market. NOV postings stay open a median of 19 days.

Share of postings closed within
  1. 2.3%1 day
  2. 4.6%3 days
  3. 13.5%7 days
  4. 21.8%14 days
  5. 36.6%30 days
  6. 58.9%60 days
This job: posted yesterday

NOV median: 19 days open

The posting

Job Description

Deliver high-volume recruitment for manufacturing and operations roles across assigned NOV US sites. Build accessible local candidate pipelines and help managers make timely, consistent hiring decisions. Balance hiring campaigns and individual vacancies, maintain clear candidate communication and support reliable offer-to-start conversion without compromising assessment quality.

Responsibilities

Houston or Odessa, Texas, according to the assigned position. Houston-based roles support allocated manufacturing and operations portfolios; the Odessa-based position covers Midland and Odessa. Typical assignments may include production, assembly, machining, welding, warehouse, field-service and other hourly operational roles. Site coverage is allocated by the TA leader.

  • Translate site staffing needs into prioritized hiring plans with managers and HR. Clarify approved vacancies, skills, shift patterns, work location, pay parameters and realistic start requirements. Make work conditions clear to candidates early and flag demand changes or capacity constraints promptly.
  • Build local pipelines through referrals, community and trade-school relationships, relevant job boards and hiring events. Re-engage suitable previous applicants and organize targeted campaigns for repeat demand. Work with the campus capability owner where early-career activity overlaps.
  • Run efficient, job-relevant screens and coordinate practical skills assessment with site experts where required. Confirm candidate interest and availability against the role’s stated requirements, use consistent criteria and maintain individual assessment evidence during group or campaign hiring.
  • Manage hiring campaigns and live requisitions from sourcing through offer and onboarding handover. Maintain daily visibility of funnel health, interview attendance and pending decisions; organize manager interview capacity and coordinate agreed support so candidates progress without avoidable delay.
  • Explain offers and next steps clearly, work within approved terms and maintain contact through the agreed pre-start handover. Track accepted candidates and start-date readiness with HR and onboarding partners, and act on withdrawal or no-show patterns without taking over their process responsibilities.
  • 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 escalate 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

Qualifications

  • Demonstrated end-to-end high-volume recruitment experience for hourly manufacturing, operations, skilled trades or field-service roles.
  • Practical knowledge of local candidate markets and effective community, referral and direct-sourcing channels. Ability to adapt to site-specific demand and different shift arrangements.
  • Strong organization and candidate communication, with experience managing hiring campaigns, interview attendance, multiple offers and pre-start follow-up.
  • 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 local pipeline supply, screening-to-interview conversion, interview attendance, offer-to-start conversion and dependable site hiring delivery. 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.
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