Microsoft AI (MAI)'s Mission is to use AI responsibly to make everyone more informed, capable, and supported.  We are creating unique, beautiful and powerful products that will change lives.  We are proud of what we build, how we build it and that our products will define the AI era. It’s a time of huge change in the AI landscape, and this role will put you right in the heart of it.  In Microsoft’s Global Talent Acquisition (GTA) organization, our mission is to engage and hire the people who empower the planet. We believe that when recruiting experiences reflect the value and diversity of talented people, everyone can achieve more.

We are seeking a highly motivated, agile Client Aligned Recruiter, Microsoft AI to be part of the Microsoft AI Copilot GTA squad.  We’re looking for someone with an abundance of positive energy and thrive in a fast-paced environment.  The successful candidate excels at multitasking and pays unwavering attention to detail.  If you are self-motivated and can adapt to ambiguity and can demonstrate success in agile ways of working. If you can make informed decisions, remove roadblocks, collaborate across executive office staff to meet objectives, along with thrive in this environment, we invite you to join us.

This recruiter will be on point to accelerate the growth of the MAI division through the talent we identify and recruit.  We are looking for someone who isn’t afraid to fail fast, leads with care, and gets energy from coaching, developing, and contributing towards the success of others.

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees, we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

Responsibilities

Stakeholder/Client Engagement 

• Uses data to educate and influence hiring managers on talent acquisition strategy and linking this data to filling the roles. Understands factors relevant to the business and hiring managers' needs.
• Understands factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to develop and implement end-to-end hiring plan aligned to the needs of the business group. 
• Consults a business area on talent needs and opportunities and pushes for the acceptance of 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 consults with a business, area, or subsidiary to implement a hiring plan that addresses both business demand and talent availability for short-term and near-term needs (2-6 months). Reviews and analyzes data and trends to improve staffing performance, and uses insights to support other teams. 

Candidate Attraction 

• Elicits interest in active and potential candidates by telling the business story, and contributes to the development of new stories. Generates awareness through community outreach events and strategic networking. 
• Shares learnings on sourcing, recruiting, and/or closing techniques and stories with their own team. 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. Owns elements of 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 sharing with the business to mitigate. 

Talent Sourcing 

• Uses an understanding of talent markets and complex candidate profiles, as well as growing relationships with new talent pools and communities with future potential, to identify and engage candidates for immediate and future talent needs. 
• Develops strategies to generate differentiated talent in emerging roles or highly dynamic talent pools to meet long-term business needs (e.g., industry, technical recruiting). 

Candidate Assessment & Screening 

• Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates. May contribute to the creation of assessment materials by identifying relevant competencies and job criteria. 
• Executes initial screening and assessing of candidates. Qualifies talent pool by assessing relevant factors such as ability to hire, relocation considerations, immigration, and compensation. 

Operational Compliance & Excellence 

• Uses subject matter expertise on applying internal and external staffing policies, standards, and/or regulations throughout the entire staffing lifecycle to educate clients, stakeholders, and other staffers on policy, system, and process issues. Identifies opportunities to optimize policies, systems, and processes. 
• 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 Qualifications

• Bachelor's Degree AND 4+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR equivalent experience.
• 3+ years of AI recruiting and/or sourcing experience.

Preferred Qualifications

• Bachelor's Degree AND 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role

  • OR Master's Degree AND 6+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role

    o OR equivalent experience  

Talent Acquisition IC4 - The typical base pay range for this role across the U.S. is USD $83,400 - $167,800 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 $108,900 - $183,000 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 and processes offers for these roles on an ongoing basis.

Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.  We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.