Job description

Apply now

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.

What you will own

1. 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.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. Continuous improvement

Regularly review recruitment performance and introduce practical improvements to talent mapping, sourcing, screening, interviews, stakeholder communication, and offer conversion.

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. You balance speed, quality, candidate expectations, and market realities while protecting the organization’s hiring standards.

Ownership and resilience

You take responsibility for results. When a search becomes difficult, you change the strategy—not the standard.

You will thrive in this role if you…

• Enjoy finding talent for positions others describe as “difficult to fill.”
• Can speak confidently with engineers, technicians, commercial professionals, and senior leaders.
• Believe recruitment should create business value, not administrative activity.
• Know that the best candidates are rarely waiting beside the “Apply” button.
• Combine strong relationship-building with disciplined follow-through.
• Want to build talent pipelines that support long-term organizational growth.
•