Talent Acquisition Specialist

• Candidate experience
• Source effectiveness

Find the people who will power our next stage of growth

We are a growing industrial organization where every successful project begins with the right people. We are looking for an experienced Talent Acquisition Specialist who can identify exceptional talent, understand complex technical requirements, and turn ambitious workforce plans into successful hires.

This is not a role focused on processing applications. You will actively shape talent markets, build credible candidate relationships, and partner with business leaders to hire people who can make a measurable difference.

• Talent acquisition strategy

  Develop and execute targeted recruitment strategies for technical, engineering, skilled, operational, sales, and corporate positions.

  Identify the most effective sourcing channels for each role and build a healthy pipeline of qualified talent for current and future requirements.

• Hiring-manager partnership

  Work closely with department heads, project managers, and business leaders to understand:

  • The purpose and business impact of each position
  • Technical and behavioral requirements
  • Workforce priorities and hiring timelines
  • Market availability and compensation expectations
  • Factors that will determine long-term success in the role

  Challenge unclear requirements and convert every hiring need into a focused, realistic search strategy.

• Talent sourcing and market mapping

  Proactively identify candidates through Linked In Recruiter, job portals, professional networks, referrals, industry mapping, databases, and direct outreach.

  Build specialist talent pools instead of restarting the search every time a vacancy opens.

• Candidate screening and assessment
  Review Applications And Conduct Structured Screening Interviews To Assess
  • Relevant experience and technical exposure
  • Career motivation and professional ambitions
  • Communication and stakeholder-management skills
  • Cultural and organizational alignment
  • Compensation expectations and availability
  • Suitability for the position and future growth potential

  Present hiring managers with concise, evidence-based candidate recommendations—not a stack of résumés.

• Interview-process management

  Coordinate interviews, prepare candidates and interviewers, collect structured feedback, and maintain momentum throughout the selection process.

  Ensure that decisions are made promptly and that promising candidates are not lost because the process went quiet.

• Candidate experience

  Create a professional, respectful, and engaging experience from the first conversation through offer acceptance.

  Maintain clear communication, provide timely updates, and ensure every candidate understands the opportunity, the organization, and the next step.

• Offer management and negotiation

  Prepare and present employment offers, support compensation discussions, manage negotiations, and address candidate concerns professionally.

  Partner with internal decision-makers to secure strong candidates while maintaining fairness, consistency, and alignment with approved compensation structures.

• Recruitment analytics
  Track And Report Key Talent-acquisition Measures, Including
  • Time to shortlist
  • Time to hire
  • Source effectiveness
  • Interview-to-offer ratio
  • Offer acceptance rate
  • Vacancy ageing
  • Recruitment cost
  • Quality of hire

  Use the data to identify bottlenecks and improve sourcing, assessment, decision-making, and closure.

• Employer positioning

  Represent the organization confidently and authentically in the talent market.

  Help candidates understand the scale of the opportunity, the impact of their role, and the career possibilities available within a growing industrial business.

• Continuous improvement

  Regularly review recruitment performance and introduce practical improvements to talent mapping, sourcing,…