As a Senior Talent Acquisition Specialist, lead recruitment for assigned senior, specialist and complex Global Functions roles at NOV. Independently translate business needs and talent-market evidence into hiring approaches, advising leaders and HR partners when requirements or options are unclear. Strengthen selection and candidate relationships through sound judgment and approved technology. Contribute to shared quality-of-hire improvement and develop recruitment practice through targeted improvements and peer mentoring.
ResponsibilitiesDevelop and maintain professional networks and targeted pipelines for priority scarce skills and leadership appointments. Link candidate relationships to identifiable business demand and tailor engagement to talent availability, seniority and candidate needs.
Engage HR Business Partners and functional leaders to clarify current and emerging skill needs. Challenge replacement assumptions and outdated requirements, using evidence to present internal development, redeployment, location or external hiring options to the responsible decision-makers.
Act as a trusted advisor to assigned leaders. Independently recommend hiring approaches, explain market constraints and trade-offs, and influence success profiles and priorities. Resolve ambiguous recruitment issues within your authority and escalate material workforce or investment decisions.
Manage end-to-end recruitment for complex and senior searches through assessment, offer and handover to onboarding partners. Coordinate shared-service or specialist support while retaining continuity with stakeholders and candidates and adapting delivery to the hiring segment.
Build strong partnerships with hiring managers and department heads, including constructive challenge in difficult hiring discussions. Develop candidate relationships using credible role and employee evidence, communicate clearly about AI use, and guide informed decisions through the offer process.
Agree role-specific success profiles and design relevant structured assessment within global standards. Calibrate interviewer judgment using work samples and consistent criteria for capability, job-relevant behaviours and learning potential. Explain candidate AI-use rules and provide evidence-based recommendations; hiring managers retain selection accountability.
Interpret talent-market intelligence, salary benchmarks and recruitment-funnel evidence to recommend changes in hiring approach. Identify emerging talent risks and data limitations, and bring actionable insight into workforce discussions with HR and business leaders.
Use enterprise recruitment systems and approved AI with sound judgment. Verify outputs, identify unfair patterns or data issues, and retain decision evidence. Lead assigned workflow or automation pilots with relevant owners, measuring additional review work, net capacity released and the value of its redeployment.
Apply company recruitment, assessment, confidentiality and data-handling standards. Identify complex exceptions or technology risks and escalate them to designated owners. Support consistent practice within agreed authority rather than making unilateral policy or legal interpretations.
Agree contribution expectations before search and retain selection evidence. Partner with business, HR and People Analytics on quality-of-hire feedback for comparable roles at relevant tenure. Recommend improvements across selection and post-hire support, recognising their shared influence on outcomes.
Mentor colleagues and share effective market, advisory and assessment practices. Support hiring-manager assessment capability and team calibration, and help colleagues learn from difficult cases. This is an individual-contributor role without formal people-management accountability.
Demonstrated independence and sound judgment in ambiguous recruitment situations, with the ability to build an evidence-based recommendation and recognize the limits of your authority.
Demonstrated success recruiting specialized talent and senior appointments up to Director level, including searches where talent is scarce or stakeholder needs are complex.
Proven end-to-end recruitment experience, preferably in a corporate setting, with ownership of competing searches and differentiated sourcing and engagement approaches.
Strong verbal and written communication, with evidence of influencing senior stakeholders, constructively challenging requirements and explaining trade-offs.
Learning agility and analytical problem-solving, with the ability to adapt hiring approaches as work, skills and market conditions change.
Strong relationships across business and HR teams, with experience mentoring peers or improving recruitment practice through others.
Proficiency with enterprise applicant tracking and recruitment systems, strong data discipline and the ability to evaluate approved AI outputs for accuracy, job relevance and fairness concerns.
Evidence of using market intelligence, recruitment data and structured assessment to improve hiring decisions and outcomes. Ability to calibrate interviewer judgment and distinguish contribution evidence from service satisfaction.
Fluency in English.
We Power the Industry that Powers the World
Throughout every region in the world and across every area of drilling and production, our family of companies has provided the technical expertise, advanced equipment, and operational support necessary for success—now and in the future.
Global Family
We are a global family of thousands of individuals, working as one team to create a lasting impact for ourselves, our customers, and the communities where we live and work.
Purposeful Innovation
Through purposeful business innovation, product creation, and service delivery, we are driven to power the industry that powers the world better.
Service Above All
This drives us to anticipate our customers’ needs and work with them to deliver the finest products and services on time and on budget.
About the TeamCorporate
Our family of companies is supported by our global Corporate teams, providing expert knowledge from functions including Human Resources, Information Technology, Compliance, Finance, QHSE, Marketing and Legal centers of expertise. We are structured to provide guidance and service above all to all our business operations.
Skills Required
- Independence and sound judgment in ambiguous recruitment situations, including evidence-based recommendations and recognition of authority limits
- Experience recruiting specialized talent and senior appointments up to Director level, including scarce-talent and complex stakeholder searches
- End-to-end recruitment experience, preferably in a corporate setting, managing competing searches and differentiated sourcing approaches
- Strong verbal and written communication skills, including influencing senior stakeholders, challenging requirements, and explaining trade-offs
- Learning agility and analytical problem-solving skills, with the ability to adapt hiring approaches to changing work, skills, and market conditions
- Strong relationships across business and HR teams, with experience mentoring peers or improving recruitment practices
- Proficiency with enterprise applicant tracking and recruitment systems, strong data discipline, and ability to evaluate approved AI outputs for accuracy, relevance, and fairness
- Experience using market intelligence, recruitment data, and structured assessment to improve hiring decisions and outcomes
- Ability to calibrate interviewer judgment and distinguish contribution evidence from service satisfaction
- Fluency in English
NOV Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about NOV and has not been reviewed or approved by NOV.
-
Healthcare Strength — Company materials describe comprehensive medical, dental, and vision coverage alongside life/disability insurance, a global EAP, wellness resources, and paid parental leave; the company also states it pays most U.S. health plan premiums, which bolsters perceived value.
-
Retirement Support — The 401(k) program features auto‑enrollment, immediate vesting, and ongoing employer contributions; historical filings and comments point to a generally well‑regarded match even as exact formulas can change.
-
Leave & Time Off Breadth — Paid parental leave and widely cited decent PTO at hire are complemented by options like experience‑based vacation credit and a flexible holiday, creating a rounded time‑off offering in many U.S. roles.
NOV Insights
What We Do
NOV delivers technology-driven solutions to empower the global energy industry. For more than 150 years, NOV has pioneered innovations that enable its customers to safely produce abundant energy while minimizing environmental impact. The energy industry depends on NOV’s deep expertise and technology to continually improve oilfield operations and assist in efforts to advance the energy transition towards a more sustainable future. NOV powers the industry that powers the world.
