Senior Talent Acquisition Specialist

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.

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 Challenge replacement assumptions and outdated requirements, using evidence to present internal development, redeployment, location or external hiring options to the responsible decision-makers.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 escalate 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 escalate them to designated owners. Support consistent practice within agreed authority rather than making unilateral policy or legal interpretations.

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.

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.

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