Talent Acquisition Specialist

• Role:
  Talent Acquisition Specialist
• Location:
  
  Riyadh, Saudi Arabia
• Industry: Civil Engineering
• Function:
  Recruiting-Sourcing
• Experience:
  
  7-10 years in talent acquisition
• Job Type: Full Time
• Work Arrangement:
  On-site

Position Overview:

AECOM is seeking an experienced Talent Acquisition Specialist to support recruitment activities in Riyadh, Saudi Arabia. The role focuses on attracting qualified professionals, managing the recruitment lifecycle, and partnering with hiring managers to meet organizational talent requirements. The successful candidate will develop effective sourcing strategies, build candidate pipelines, coordinate interviews and offers, and provide recruitment advice to business stakeholders. The position also involves analyzing hiring trends, monitoring recruitment performance, strengthening employer branding, and improving recruitment processes.

This opportunity requires 7-10 years of talent acquisition experience, strong stakeholder management skills, and a proven ability to recruit across different roles and professional levels. Experience in a senior recruitment or advisory capacity is highly desirable.

• Country:
  Saudi Arabia
• City:
  Riyadh
• Industry: Civil Engineering
• Function:
  Recruiting-Sourcing
• Salary:
  Not disclosed
• Gender: No Preference
• Candidate Nationality:
  Not specified
• Job Type: Full Time
• Work Arrangement:
  On-site

• Talent Sourcing and Candidate Attraction
  • Develop and implement sourcing strategies to identify qualified candidates for different positions and professional levels.
  • Use job boards, professional networks, social media, networking events, and industry partnerships to attract suitable talent.
  • Apply innovative sourcing techniques to expand candidate reach.
  • Build and maintain talent pipelines aligned with current and anticipated hiring requirements.
  • Identify potential candidates through proactive recruitment activities.
  • Monitor talent availability and relevant market developments to support sourcing decisions.
  • Promote effective candidate engagement throughout the recruitment process.
• End-to-End Recruitment Management
  • Manage recruitment activities from job advertising through candidate selection and offer negotiation.
  • Prepare and coordinate job postings across appropriate recruitment channels.
  • Review applications and screen resumes against position requirements.
  • Conduct candidate interviews and coordinate additional selection stages with hiring teams.
  • Evaluate candidate suitability in collaboration with relevant stakeholders.
  • Manage communication with applicants throughout the hiring process.
  • Coordinate employment offers and participate in offer negotiations.
  • Maintain a professional and responsive candidate experience.
• Hiring Manager and Stakeholder Collaboration
  • Partner with hiring managers to understand recruitment requirements and position expectations.
  • Work with senior leaders to anticipate future hiring needs.
  • Provide advice on recruitment strategies and candidate sourcing approaches.
  • Share relevant information on talent market trends, salary benchmarks, and candidate availability.
  • Support hiring managers in evaluating recruitment options.
  • Maintain effective communication regarding recruitment progress and outstanding requirements.
  • Build productive working relationships with internal stakeholders.
• Recruitment Planning and Talent Market Analysis
  • Contribute to recruitment planning based on organizational hiring priorities.
  • Analyze talent availability across relevant professional markets.
  • Monitor recruitment trends that may affect candidate attraction and hiring decisions.
  • Provide market insights to support workforce recruitment strategies.
  • Identify potential recruitment challenges and recommend appropriate solutions.
  • Adjust sourcing approaches in response to changing hiring requirements.
• Recruitment Performance and Reporting
  • Monitor recruitment metrics and key performance indicators.
  • Evaluate the effectiveness of sourcing channels and recruitment strategies.
  • Track hiring progress and candidate pipeline development.
  • Prepare regular recruitment reports for management and business stakeholders.
  • Identify trends affecting recruitment efficiency and candidate engagement.
  • Present findings and recommendations to support recruitment improvements.
  • Use recruitment performance information to inform future hiring activities.
• Employer Branding and Candidate Experience
  • Contribute to initiatives that strengthen AECOM's employer brand.
  • Communicate the organization’s values, culture, and…