Example Company
Software engineer
- Location
- San Francisco
- Type
- Full time
- Compensation
- $150k-$200k
- Posted
- 2 days ago
Join a team building useful software. Work closely with engineering and design to turn new ideas into products.
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Senior Talent Acquisition Specialist - Corporate and Leadership
- Location
- Houston
- Type
- Full time
- Posted
- 16D AGO
About the role
Lead recruitment for assigned corporate roles and leadership appointments across NOV’s US businesses. Advise senior stakeholders on role outcomes, talent options and search strategy, handling sensitive or ambiguous appointments with discretion. Strengthen selection through market evidence, structured assessment and calibrated judgment, and develop recruitment practice through peer mentoring.
- Substantial end-to-end recruiting experience, with demonstrated success in HR professional recruitment and complex senior-management or Director searches.
- Evidence of influencing senior stakeholders, managing confidential appointments and constructively challenging role requirements or selection judgments.
- Strong market mapping, passive-candidate engagement and assessment capability, including leadership success profiles and interviewer calibration.
- 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
Effective delivery of sensitive HR and leadership searches, credible succession-related market evidence and clear stakeholder decisions based on assessed capability. 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.
Houston, Texas. Assigned corporate roles and agreed leadership searches across US businesses, including senior management or Director appointments where allocated. Coordinate internal candidates with HR and Talent partners, and align executive or externally supported searches with the TA leader and Global TA Director. Senior individual contributor with no formal direct reports.
- Partner with senior leaders and HR to translate business priorities into leadership success profiles and future capability requirements. Challenge unclear replacement assumptions and present internal and external talent options, while business and Talent partners retain workforce and succession decisions.
- Build confidential market maps and targeted relationships for leadership and HR talent. Manage sensitive outreach, internal candidacy and information access carefully; coordinate approved search partners where assigned and maintain direct accountability for stakeholder and candidate continuity.
- Design structured assessment within company standards and calibrate interviewers on leadership contribution, functional expertise and learning potential. Guide evidence-based debriefs, challenge unsupported judgments and prepare clear recommendations for the accountable hiring leader.
- 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 escalate concerns through designated owners.
- Mentor colleagues and strengthen interviewer calibration. Lead assigned sourcing, assessment or workflow improvements with relevant owners, measuring net time released after review work and how it improves stakeholder advice or candidate engagement.
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. Guide complex search strategy and assessment calibration within delegated authority. 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.
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