Talent Acquisition Specialist - Engineering
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Before you apply
LocationHouston, TX, United States
Work modehybrid
Typefull-time
SeniorityMid
Company size10,000+ people
First seenOct 30, 2026 · 1w ago
Verified live2d ago
Reposted once in the last 6 monthsEarliest listing first seen Oct 26, 2026
How we check a job is still liveAt a glanceSummarised by Seekless from the posting.
Manage end-to-end recruitment for assigned portfolio
Build strong partnerships with hiring managers and HR partners
Conduct structured candidate evaluations using agreed interviews, relevant work samples and checks
Use talent-market information, salary benchmarks and recruitment data to explain sourcing options
Maintain accurate applicant tracking system records and use approved recruitment technology and AI within company standards
Apply company recruitment, assessment, confidentiality and data-handling standards
Adapt sourcing and engagement to the role and talent segment
Monitor agreed delivery, conversion and experience measures
Build advisory, assessment and AI judgment through feedback and continuous learning
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Manage end-to-end recruitment for your assigned portfolio, from sourcing and screening through assessment and offer, with a clear handover to onboarding partners. Coordinate shared-service support and maintain continuity for hiring managers and candidates.
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Build strong partnerships with hiring managers and HR partners. Agree role outcomes, critical skills, assessment criteria and delivery priorities before search. Question unnecessary requirements using available evidence, and raise broader workforce or location choices with the appropriate TA or HR partner.
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Conduct structured candidate evaluations using agreed interviews, relevant work samples and checks. Assess demonstrated capability, job-relevant behaviors and learning potential against consistent criteria. Record evidence and make recommendations; hiring managers retain selection accountability. Explain approved rules for candidate AI use.
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Use talent-market information, salary benchmarks and recruitment data to explain sourcing options and realistic timelines. Identify availability or conversion issues, recommend action within your scope, and escalate complex decisions or material exceptions.
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Maintain accurate applicant tracking system records and use approved recruitment technology and AI within company standards. Check outputs for accuracy, job relevance and unfair patterns before use. Identify unnecessary steps and test agreed improvements, tracking review effort as well as time saved.
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Apply company recruitment, assessment, confidentiality and data-handling standards. Communicate clearly about AI use where relevant, document decisions, and seek guidance from designated owners on legal, policy or technology concerns.
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Adapt sourcing and engagement to the role and talent segment. Build relevant candidate relationships, reach diverse talent pools and communicate credible information about the role and employee experience. Keep role content accurate and respond promptly at important candidate decision points.
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Monitor agreed delivery, conversion and experience measures. Contribute recruitment evidence and post-hire feedback to shared quality-of-hire reviews with hiring managers and HR partners. Help identify whether improvements concern selection, onboarding, manager support or role expectations.
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Build your advisory, assessment and AI judgment through feedback and continuous learning. Share useful market insights and use capacity released by improved workflows for candidate engagement and hiring-manager advice.