Talent Acquisition Specialist

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, screening, interviews, stakeholder…