Commercial Support Specialist Jobs
Commercial Support Specialist jobs are open across manufacturing, distribution, healthcare, and financial services, at every level from entry-level coordinator to senior specialist, with specializations in order management, contract administration, and customer account support. Find a role that fits below and apply directly.
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Showing 5 of 43+ Commercial Support Specialist jobs
Deliver recruitment across an assigned mix of commercial and business support functions within NOV’s US businesses. Advise managers on role requirements and realistic talent options, and adapt sourcing and assessment to each profession. Balance varied hiring priorities while maintaining clear ownership, consistent candidate care and reliable service.
Houston, Texas. Assigned commercial roles and business support portfolios across US businesses. Business support coverage may include finance, legal, project management, business operations or administrative functions, as allocated by the TA leader. Coordinate with the Commercial recruiter and the Corporate HR and Leadership recruiter to avoid duplicate coverage.
- Build an understanding of each assigned function’s contribution, specialist skills and stakeholder requirements. Distinguish professional expertise, credentials and decision-making responsibility from generic business support experience before agreeing a search strategy.
- Develop sourcing approaches for both commercial candidates and specialist support professions. Map relevant industry and professional communities, identify transferable experience and explain market constraints when competing requirements or locations restrict supply.
- Agree function-relevant screening and assessment with managers and subject experts. Explore commercial contribution for sales roles and analytical judgment, advisory capability or professional work evidence for support roles. Confirm required credentials through the agreed verification process.
- Own assigned searches from intake through sourcing, assessment and offer to an explicit onboarding handover. Agree priorities and service expectations with managers, track stalled decisions and rebalance competing work with the TA leader before service is affected.
- Develop candidate relationships and manage the offer process within approved terms. Use internal talent routes and sourcing support where available, coordinate candidate and manager feedback, and maintain clear communication through the transition to onboarding partners.
- Maintain accurate Hub Recruiting records, candidate evidence and stage dates. Use approved technology and AI for agreed tasks, check outputs for accuracy and job relevance, and apply confidentiality and data-handling standards. Explain approved candidate AI-use rules and escalate concerns through designated owners.
- Use recruitment data and market feedback to improve delivery. Test agreed workflow changes, account for review effort when evaluating time saved, and use released capacity for hiring-manager advice and candidate engagement. Share useful learning with colleagues.
Contribute selection evidence and post-hire feedback to shared quality-of-hire reviews. Help managers and HR distinguish issues in selection from onboarding, role expectations or manager support, and agree practical follow-up actions within the recruiting remit.
Decision rights and key interfaces
Own day-to-day recruitment delivery and recommendations for the assigned portfolio. Hiring managers retain selection accountability; designated owners approve headcount, compensation and policy exceptions. The TA leader owns portfolio allocation and workload balancing. Partner with HR, onboarding teams and functional assessors; coordinate Talent Scouts or other support where available. Escalate material scope, capacity or candidate concerns promptly.
- Proven end-to-end recruitment experience across commercial and business support roles, including ownership of a varied professional portfolio.
- Ability to understand different professional disciplines quickly and apply distinct sourcing and screening approaches. Experience in finance, legal, projects or business operations recruitment is relevant.
- Strong prioritization and stakeholder management across competing functions, with the confidence to explain trade-offs and escalate capacity or scope conflicts.
- Ability to advise hiring managers, explain market and recruitment-funnel evidence, and use structured interviews and consistent candidate documentation.
- Proficiency with applicant tracking systems and accurate data management. Ability to use approved AI tools, verify outputs and recognize when human review is needed. Oracle Recruiting Cloud experience is desirable.
Clear written and spoken English, sound judgment and effective collaboration with business and HR partners. Relevant degree or equivalent practical recruiting experience.
Success measures
Reliable delivery across the mixed portfolio, with qualified slates and assessment evidence appropriate to each profession. Evaluate agreed delivery, offer acceptance, candidate experience and hiring-manager service feedback alongside hiring complexity and dependencies. Maintain accurate records and consistent assessment evidence. Contribute to shared quality-of-hire learning and improvement; agree numeric targets with the TA leader using the portfolio baseline.
Deliver recruitment across an assigned mix of commercial and business support functions within NOV’s US businesses. Advise managers on role requirements and realistic talent options, and adapt sourcing and assessment to each profession. Balance varied hiring priorities while maintaining clear ownership, consistent candidate care and reliable service.
Houston, Texas. Assigned commercial roles and business support portfolios across US businesses. Business support coverage may include finance, legal, project management, business operations or administrative functions, as allocated by the TA leader. Coordinate with the Commercial recruiter and the Corporate HR and Leadership recruiter to avoid duplicate coverage.
- Build an understanding of each assigned function’s contribution, specialist skills and stakeholder requirements. Distinguish professional expertise, credentials and decision-making responsibility from generic business support experience before agreeing a search strategy.
- Develop sourcing approaches for both commercial candidates and specialist support professions. Map relevant industry and professional communities, identify transferable experience and explain market constraints when competing requirements or locations restrict supply.
- Agree function-relevant screening and assessment with managers and subject experts. Explore commercial contribution for sales roles and analytical judgment, advisory capability or professional work evidence for support roles. Confirm required credentials through the agreed verification process.
- Own assigned searches from intake through sourcing, assessment and offer to an explicit onboarding handover. Agree priorities and service expectations with managers, track stalled decisions and rebalance competing work with the TA leader before service is affected.
- Develop candidate relationships and manage the offer process within approved terms. Use internal talent routes and sourcing support where available, coordinate candidate and manager feedback, and maintain clear communication through the transition to onboarding partners.
- Maintain accurate Hub Recruiting records, candidate evidence and stage dates. Use approved technology and AI for agreed tasks, check outputs for accuracy and job relevance, and apply confidentiality and data-handling standards. Explain approved candidate AI-use rules and escalate concerns through designated owners.
- Use recruitment data and market feedback to improve delivery. Test agreed workflow changes, account for review effort when evaluating time saved, and use released capacity for hiring-manager advice and candidate engagement. Share useful learning with colleagues.
Contribute selection evidence and post-hire feedback to shared quality-of-hire reviews. Help managers and HR distinguish issues in selection from onboarding, role expectations or manager support, and agree practical follow-up actions within the recruiting remit.
Decision rights and key interfaces
Own day-to-day recruitment delivery and recommendations for the assigned portfolio. Hiring managers retain selection accountability; designated owners approve headcount, compensation and policy exceptions. The TA leader owns portfolio allocation and workload balancing. Partner with HR, onboarding teams and functional assessors; coordinate Talent Scouts or other support where available. Escalate material scope, capacity or candidate concerns promptly.
- Proven end-to-end recruitment experience across commercial and business support roles, including ownership of a varied professional portfolio.
- Ability to understand different professional disciplines quickly and apply distinct sourcing and screening approaches. Experience in finance, legal, projects or business operations recruitment is relevant.
- Strong prioritization and stakeholder management across competing functions, with the confidence to explain trade-offs and escalate capacity or scope conflicts.
- Ability to advise hiring managers, explain market and recruitment-funnel evidence, and use structured interviews and consistent candidate documentation.
- Proficiency with applicant tracking systems and accurate data management. Ability to use approved AI tools, verify outputs and recognize when human review is needed. Oracle Recruiting Cloud experience is desirable.
Clear written and spoken English, sound judgment and effective collaboration with business and HR partners. Relevant degree or equivalent practical recruiting experience.
Success measures
Reliable delivery across the mixed portfolio, with qualified slates and assessment evidence appropriate to each profession. Evaluate agreed delivery, offer acceptance, candidate experience and hiring-manager service feedback alongside hiring complexity and dependencies. Maintain accurate records and consistent assessment evidence. Contribute to shared quality-of-hire learning and improvement; agree numeric targets with the TA leader using the portfolio baseline.
Commercial Support Specialist Jobs by Experience Level
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Find JobsCommercial Support Specialist Job Market
Who's Hiring
Top Industries Hiring
- Banking & Financial Services
What Employers Look For
The qualifications that appear most often in commercial support specialist jobs.
- Experience with ERP or order management systems such as SAP, Oracle, or Salesforce
- Strong written and verbal communication skills for internal and external stakeholders
- Proficiency in Microsoft Excel for data entry, reporting, and reconciliation tasks
- Ability to manage multiple open orders or accounts simultaneously under tight deadlines
- Associate or bachelor's degree in business administration, operations, or a related field
- Familiarity with contract terms, pricing structures, or basic revenue recognition principles
Tips for Your Commercial Support Specialist Job Search
Tailor your resume to order workflows
Commercial support roles live and die on process accuracy, so your resume should call out specific order management or contract administration workflows you've owned, not just list software. Recruiters scan for evidence you've handled the full cycle from quote to invoice.
Apply early to roles that fit
Migrate Mate lists commercial support specialist openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Highlight cross-functional coordination experience
Commercial support specialists are the connective tissue between sales, operations, and finance. Show how you've resolved a pricing discrepancy, expedited a delayed shipment, or corrected a billing error that crossed two or more departments.
Match your application to the industry vertical
A commercial support role in medical devices has different compliance expectations than one in industrial distribution. Read the job description for domain-specific language like FDA documentation, Incoterms, or revenue recognition rules, and mirror that language in your materials.
Prepare for scenario-based interview questions
Interviewers for these roles frequently ask how you handle a customer escalation while a shipment is delayed and a sales rep is unresponsive. Practice walking through your decision sequence out loud, naming who you contact first and what you document.
Negotiate by anchoring to scope, not title
If the posted range feels narrow, come to the negotiation with specifics: the number of accounts you'll manage, the systems you'll be expected to administer, and whether the role includes contract review. Broader scope justifies a higher offer more concretely than tenure alone.
Commercial Support Specialist Jobs: Frequently Asked Questions
Which companies are hiring the most commercial support specialists?
The most active employers for commercial support specialists right now are Insurance Partners Agency, M&T Bank, and First Citizens Bank, and the most openings are in Ohio, Texas, and Alabama, based on current listings on Migrate Mate as of November 2026. Hiring is concentrated in distribution, manufacturing, and healthcare services companies with large B2B account bases.
How many commercial support specialist jobs are remote?
About 75% of commercial support specialist openings are fully remote or hybrid as of November 2026, reflecting the administrative and coordination-heavy nature of many of these roles. Sub-areas like contract administration, order management, and customer account coordination tend to offer the most remote flexibility, while roles tied to warehouse or distribution operations typically require on-site presence.
How do you become a commercial support specialist?
Start by building experience in customer service, order processing, or inside sales support, where you learn how to manage accounts and handle operational requests across departments. Strengthen your proficiency with an ERP or CRM platform. From there, target roles that specify order management or contract support in your industry of interest, and demonstrate familiarity with the full quote-to-cash cycle in your resume and interviews.
Can you get hired as a commercial support specialist with little experience?
Yes, many employers hire candidates with limited direct experience if you can show strong organizational skills, comfort with business software, and an understanding of how sales and operations interact. Entry points include order entry coordinator, sales support assistant, or customer service representative roles in a B2B environment. Emphasize any experience you have resolving account discrepancies, following up on pending requests, or working inside a ticketing or CRM system.
What does the commercial support specialist interview process look like?
Most hiring processes include a phone screen focused on your background in customer or order management, followed by one or two rounds of behavioral and scenario-based interviews with a hiring manager and sometimes a cross-functional partner from sales or operations. You may be asked to walk through how you handled a specific account issue or prioritized competing requests. Some employers include a short skills assessment covering data entry accuracy or spreadsheet tasks.
Where can I find and apply to commercial support specialist jobs?
You can find and apply to commercial support specialist jobs on Migrate Mate, which lists current openings from employers across the United States. Find roles that match your experience and location preference, then apply directly to each listing from the page.
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