Talent Acquisition Specialist

Role Overview

What You Will Own

• 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,
• Challenge unclear requirements and convert every hiring need into a focused, realistic search strategy.
• Talent sourcing and market mapping: Proactively identify candidates through LinkedIn 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
• Present hiring managers with concise, evidence-based candidate recommendations rather than 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.

What You Bring

• Education: Bachelor's degree in Human Resources, Business Administration, Engineering, or a related discipline.
• A recognized talent acquisition or HR certification would be an advantage.
• Experience: At least five years of hands-on, end-to-end talent acquisition experience.
• Demonstrated success recruiting technical, engineering, skilled, operational, and professional positions.
• Preferred experience within engineering, manufacturing, construction, industrial services, lifting solutions, logistics, or project-based businesses.
• Proven ability to manage several specialized vacancies simultaneously.
• Technical recruitment capability: You can understand complex job requirements, engage credibly with technical leaders, and distinguish between candidates who look suitable on paper and those who can genuinely perform.
• Sourcing expertise: You are confident using LinkedIn Recruiter, Indeed, Naukri, recruitment databases, referrals, direct search, and professional networks to reach both active and passive candidates.
• Communication and influence: You can build trust with candidates and hiring managers, manage expectations, navigate difficult conversations, and keep stakeholders moving toward a decision.
• Commercial awareness: You understand that every open position has a business cost and balance speed, quality, candidate expectations, and market realities while protecting the organization's hiring standards.
• Ownership and resilience: You take responsibility for results and change the strategy, not the standard, when a search becomes difficult.

You Will Thrive If You

Why This Role Matters