Position Description

Position Description is a personal variant of the standardized Group Job Description.

Job Family, Sub Job Family, Discipline, Seniority Level

  • Job Family: General Management & Administration
  • Sub Job Family: Human Resources
  • Discipline: Talent Acquisition
  • Seniority Level: 12.1

Group Job Title

  • Talent Acquisition Specialist

Local Job Title (Position Title)

  • Recruitment Specialist

Job Purpose

  • Ensuring qualitative and timely recruitment of talents, applying proactive sourcing techniques and standard assessment methods for a part of a business hiring plan.

Reporting Lines and Interactions

  • Reports to: Direct line TA Manager or HR Manager
  • Reports to: Dotted line
  • Direct Supervise # of direct reports: N/A
  • Direct Supervise # of Functional or dotted line r. –

Internal key interactions

  • Internal HR Business Partner, Hiring Managers, Communication, People Development, C&B, HRSD.

External key interactions

  • Universities, Recruitment Agencies, Candidates.

Job Scope and Authorities

  • Job scope means the magnitude of the job.

General description of scope

  • Number of countries/business units/ locations/employees – N/A
  • Size of Revenues/Ebit (in USD). Direct or indirect responsible? – N/A
  • Or size of own Operating Budget (in USD). Direct or indirect responsible? – N/A
  • Or impact on the business (in USD)? Direct or indirect impact? – N/A
  • Which decisions (authorities) can be done by the Job holder? – N/A
  • Additional scope information – N/A

Main Accountabilities

General

  • Execute recruitment policies and procedures aligned with local recruitment strategy.
  • Proactively inform hiring managers and TA managers of progress made in requisitions.
  • Ensures data integrity in HR systems and ATS from requisition management up to pending worker handover to HRSD.
  • Work according to TA standard and local procedure.
  • Displays company values in way of working both internally and at external events.
  • Proactively engages in learnings (business and function specific).
  • Arrange FTW for all new hires.

Candidate Management & Job briefing

  • Manage autonomously and within time and EVP guidelines all appropriate replies to candidates in scope.
  • Add and qualify accordingly potential talents in job family talent pool in ATS.
  • Displays active interest in TA specific matters and a continuous excellence in the TA process in line with the Corporate TA Standard.
  • Systematically prepares, leads and documents job briefings to define candidate persona and hiring criteria according to determent process with key stakeholders.

Sourcing & Screening

  • Set and Execute vacancy-specific sourcing tactic (such as, but not limited to, online/ offline advertising, active searching, candidate attraction/ seduction by actively approaching, pitching) to attract the best candidate.
  • Realize a requisition candidate pool in line with T.EN D&I ambitions where all quality candidates are longlisted based on visible competencies (resume, short personal description).
  • Consistently screens longlisted candidates by direct contact on their ambitions and wishes, based on set questions, selecting shortlisted candidates for HM and other stakeholders and document findings in ATS.

Interviewing & Offering

  • Participants (supervised) in all interviews with shortlisted candidates whereby open-quite candidates are assessed on the development potential and fit as discussed during the job briefing.
  • Finding is systematically objectively communicated and stored in the ATS.
  • Always aligns all stakeholders prior to using the ATS to send out and manage offers and reject non selected candidates at the end of the process.
  • Deliver an excellent candidate’s experience by remaining serviceable to the candidate during the offer round up.
  • Actively participates in campus activities to entice undergraduates and brand the organization as employer of choice.
  • Other activities regarding the position.

Profile

  • Describe requirements on knowledge, education, skills, and experience must have:
    • Bachelor’s degree.
  • Required experience:
    • 3-5 years of experience in the field.
    • Familiar with different sourcing techniques (social media).
    • People assessment skills telephone screening, virtual and face to face interviewing, active listening).
    • Stakeholder Management skills & negotiation skills.
    • Reporting and (written) communications skills.
    • Engaging constructive dialogues in case of resistance.
    • Organisational employer of choice.
  • Required certificate (s):
  • Required interpersonal skills:
  • Required technical skills and/or problem-solving skills:
    • PC literate: Strong MS Office competence required.

Note: A Position Description is a personal variant of the standardized Group Job Description. All employees must have a Position Description or a Group Job Description (see Technip Energies Group Job Referential) as part of their legal contract with Technip Energies.

How to apply:

Applications can be made through the following link –

Vaga na ETJV: Talent Acquisition Specialist – MMO Emprego 2025