Address
Form of work
SalaryDo you enjoy big challenges, working with and learning from a high-performance team? Do you want to be able to make a difference? Come work with us in the Engineering Talent Acquisition Team at Microsoft!
If you are an experienced talent acquisition professional, this is your chance to make a significant impact on the future of Microsoft as part of our Engineering Talent Acquisition (ETA) supporting the Microsoft Security team. As a Senior Technical Recruiter for Microsoft Security, you’ll be working with hiring managers to attract, engage and hire the very brightest minds in the industry to help us empower customers through accelerated innovation. Your stakeholder management skills, top notch candidate engagement skills and passion for recruiting will ensure your success in our continuously evolving business. The opportunities stretch beyond hands-on recruiting, to strategic projects, coaching leaders to be the very best in the industry at hiring, mentoring others and driving impact across the Microsoft Engineering space. Come join an organization focused on high impact work, effective business partnership, teamwork, and collaboration!
Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their authentic selves each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission by representing Microsoft in today’s competitive talent market as we search for the nation’s top talent.
Responsibilities
Stakeholder/Client Engagement
- Uses data and metrics, and an understanding of the long-term business requirements, to advise a division, set of countries, or subsidiary on the implications of talent gaps. Leads the development of staffing processes and strategies.
- Applies deep knowledge of factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to guide the development of end-to-end hiring plans aligned to the needs of the business group, division, region, or subsidiary.
- Consults a division, region, or subsidiary on critical talent needs and opportunities. Presents and frames information in a way that speaks to the business needs and influences leaders to embrace differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered.
Data Analysis & Hiring Plans
- Analyzes relevant data and trends to provide insight and set plans to meet hiring goals. Connects data to cross-organization goals and leads conversations across groups to address broad hiring issues. Leads the implementation of a hiring plan for complex organizations, areas, or talent pools that addresses both business demand and availability of talent for a division’s, set of countries, or subsidiary’s short-term and long-term needs (12 months and beyond).
Candidate Attraction
- Uses deep knowledge of competitor opportunities to differentiate Microsoft’s unique career possibilities, advantages, and rewards and leverage a consistent, compelling message that conveys the most significant motivators to prospective candidates.
- Shares proven stories that help others across the discipline to source, recruit, and/or close candidates. Tracks candidate activity and shares with internal stakeholders.
- Coaches the client to represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.
Candidate Experience
- Gathers requirements and develops hiring plans that meet candidate needs throughout the hiring lifecycle, often for critical, complex, executive level or high volume candidate searches. Owns the candidate experience and prepares candidates for next phases of the process. Enhances the candidate experience at all phases of the relationship by proactively identifying factors that may adversely impact the candidate and partnering with business leaders to develop mitigation strategies.
Talent Sourcing
- Leverages long-term relationships with talent pools and communities across the industry. Develops a comprehensive approach that integrates multiple concepts (e.g. community building, business intelligence) to create an innovative sourcing strategy for a division, set of countries, or subsidiaries.
- Shares candidates across teams, and is responsible for developing and implementing strategies to generate and meet targets for differentiated talent for a division, set of countries, or subsidiaries.
Candidate Assessment & Screening
- Manages the candidate assessment framework and identifies, adopts, and evangelizes best practices that ensure high-quality hires. Identifies opportunities for improvement and leads the creation of assessment materials by identifying relevant competencies and job criteria.
- Manages the candidate screening framework, and identifies, adopts, and evangelizes best practices that ensure effective screening processes and a qualified talent pool.
Operational Compliance & Excellence
- Leads the optimization of staffing policies, systems, and processes throughout his or her organization, and guides stakeholders on the impact of these changes.
- Maintains current documentation on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Captures relevant data in recruiting platform and leverages data to inform meaningful insights.
Other
- Embody our culture and values
Qualifications
Required/Minimum Qualifications
- 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR Bachelor's Degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering, or related field AND 5+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role.
- Experience creating and managing large scale hiring project that enable recruiting teams to meet their hiring goals
- Experience analyzing data to create large scale hiring projects
- Experience creating reports on progress towards hiring goals for leadership
- 4+ years of technical recruiting experience
- 5+ years of recruiting experience
Talent Acquisition IC5 - The typical base pay range for this role across the U.S. is USD $101,200 - $194,800 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $130,000 - $213,200 per year.
Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here: https://careers.microsoft.com/us/en/us-corporate-pay
Microsoft will accept applications for the role until April 3, 2024
Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.
