Talent Acquisition Specialist

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.

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.

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

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

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.

Review applications and conduct structured screening interviews to assess:

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

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.

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.

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.

Track and report key talent-acquisition measures, including:

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

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.

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

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.

You are confident using LinkedIn Recruiter, Indeed, Naukri, recruitment databases, referrals, direct search, and professional networks to reach both active and passive candidates.

You can build trust with candidates and hiring managers, manage expectations, navigate difficult conversations, and keep stakeholders moving toward a decision.

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.

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

The people you hire will strengthen projects, deepen technical capability, support customers, and help the organization enter its next chapter of growth.

If you want talent acquisition to be treated as a strategic business function—and you have the judgment, energy, and persistence to make that happen—we would like to meet you.