The posting
Technical Recruiter - Riyadh, Saudi Arabia
About Talent at
Talent at is a Saudi platform specialized in executive, professional, and technical talent acquisition and development. We connect exceptional talent with ambitious organizations to accelerate growth and support Vision 2030. Our focus is on enhancing the capabilities of organizations by providing them with the right talent. Located in Saudi Arabia, Talent at is committed to contributing to the nation's vision for a prosperous and sustainable future.
Role Overview
Our confidential Client is seeking a Technical Recruiter in Riyadh, Saudi Arabia to manage the end-to-end hiring process for specialized geological, metallurgical, engineering, laboratory, and plant operations roles. This position focuses on sourcing qualified metallurgists, process technicians, assay chemists, and maintenance personnel required to sustain refining throughput and exploration project execution. The recruiter will build proactive talent pipelines, coordinate technical competency assessments, and ensure all hiring documentation complies with Saudi labor regulations and Nitaqat localization targets.
The Technical Recruiter will report directly to the Talent Acquisition Supervisor and will play a key role in aligning workforce acquisition with the company operational expansion and Vision 2030 industrial goals. This individual will partner with department heads to translate production requirements into actionable hiring plans and deliver measurable improvements in time-to-fill and candidate quality.
Key Responsibilities
The selected candidate will execute the following responsibilities across technical sourcing, candidate validation, compliance coordination, and stakeholder partnership.
- Technical Sourcing and Pipeline Management: The recruiter executes targeted outreach campaigns across professional networks, technical forums, and industry databases to identify qualified engineers, metallurgists, and laboratory specialists.
- Candidate Screening and Competency Validation: The recruiter conducts structured technical interviews and coordinates practical skills evaluations with hiring managers to verify hands-on experience in refining and industrial operations.
- Compliance and Onboarding Execution: The recruiter verifies candidate eligibility through MHRSD portals, manages Qiwa contract uploads, and coordinates GOSI registrations to ensure regulatory compliance before site access is granted.
- Stakeholder Partnership and Workforce Planning: The recruiter meets weekly with operations and laboratory directors to review open requisitions, adjust role specifications, and align hiring priorities with production schedules.
- Recruitment Analytics and Reporting: The recruiter generates weekly dashboards that track time-to-fill, offer acceptance rates, pipeline conversion metrics, and Saudization progress for management review.
- Employer Branding and University Relations: The recruiter represents SGR at technical career fairs and university engineering departments to promote career pathways and establish graduate recruitment agreements.
- Contractor and Agency Coordination: The recruiter manages relationships with third-party staffing providers to fill temporary technical roles while maintaining strict compliance with contractor onboarding and safety induction requirements.
- Job Description Development and Market Mapping: The recruiter drafts precise technical job specifications that reflect actual shift patterns, required certifications, and operational hazards while benchmarking compensation against regional mining and industrial markets.
Qualifications
- The candidate holds a bachelor's degree in geological, metallurgical, or a related technical field.
-The candidate possesses a minimum of six years of dedicated recruitment experience focused on engineering, industrial operations, or laboratory environments.
-The candidate demonstrates proven experience managing full-cycle technical hiring for manufacturing, mining, or refining facilities.
-The candidate maintains working knowledge of Saudi labor regulations, Qiwa onboarding workflows, and MHRSD compliance requirements.
-The candidate exhibits strong analytical capabilities for interpreting hiring metrics, pipeline conversion rates, and time-to-fill data.
-The candidate operates independently to manage multiple high-volume technical requisitions while maintaining strict documentation standards.
-The candidate communicates hiring progress and market intelligence to department heads through structured weekly briefings and written dashboards.
-The candidate demonstrates disciplined stakeholder management by aligning recruitment deliverables with operational production schedules and project timelines.
Preferred / Nice-to-have
-The candidate holds prior recruitment experience within the GCC mining, metallurgy, or precious metals processing sector.
-The candidate has established relationships with Saudi technical universities, TVTC institutes, and specialized engineering recruitment networks.
-The candidate possesses working familiarity with HSE compliance frameworks and plant safety induction requirements.
-The candidate has experience managing contractor workforce onboarding and third-party staffing agency coordination.
Success Metrics
-The recruiter reduces average time-to-fill for critical technical roles to 50 days or fewer through proactive pipeline development and targeted sourcing campaigns.
-The recruiter achieves a 90 percent offer acceptance rate by aligning compensation recommendations with regional market benchmarks and candidate expectations.
-The recruiter fills 80 percent of new technical requisitions with Saudi nationals in alignment with sector-specific Nitaqat Saudization targets.
-The recruiter establishes formal recruitment partnerships with three TVTC institutes and two engineering universities to secure a steady graduate pipeline.
-The recruiter maintains a 98 percent compliance rate for Qiwa contract uploads, GOSI registrations, and MHRSD documentation across all new hires.
-The recruiter delivers weekly hiring dashboards with zero data discrepancies and provides actionable recommendations to reduce pipeline bottlenecks.
-The recruiter achieves a 95 percent first-year retention rate for newly hired technical staff by ensuring accurate role alignment and realistic job previews during the interview process.
Equal Opportunity Statement:
We welcome applications from all qualified candidates. Hiring decisions are made based on role requirements, skills, experience, and alignment with Saudization and Vision 2030 priorities.
