Recruiter – Microsoft AI

You may be a fit for this role if you: 

• Thrive in fast-paced, high-growth environments where agility and adaptability are key. 

• Enjoy working in a startup-like culture within a global tech leader—where speed, experimentation, and innovation are part of the daily rhythm. 

• Are passionate about AI and excited to help shape the teams building the future of human-AI collaboration. 

• Demonstrated ability to operate with a startup mindset—comfortable with ambiguity, bias for action, and a passion for innovation. 

• Proven experience in developing and executing creative hiring strategies that attract top-tier technical talent in highly competitive markets. 

• Executive presence with the ability to engage and influence senior-level stakeholders, including hiring leaders and executive staff. 

• Ability to think strategically while executing tactically—balancing long-term talent planning with immediate hiring needs. 
   

Key Responsibilities  

Candidate Assessment & Screening 

• Identifies, gathers, and assesses information (e.g., relocation, immigration, compensation) to qualify talent pool. Executes initial screening and assessing of candidates. 

• 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. 

Candidate Attraction 

• Coaches the client to represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors. Delivers differentiated pitch to candidates based on their unique motivators and knowledge of the Microsoft deal (e.g., compensation, benefits, perks, career development). 

• Shares best practices on sourcing, recruiting, and/or closing techniques and stories with their own team. Tracks candidate activity using systems and tools. 

• Elicits interest in passive, 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 related to future hiring needs. 

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 partnering with hiring managers to develop mitigation strategies and by ensuring operational excellence managing candidates application through the application tracking system (ATS). Maintains Service Level Agreements (SLAs) to ensure timeliness of process completion. 

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). 

Market Analysis and Channel Insights 

• Synthesizes, analyzes, and interprets external market data, and provides market and channel insights to the business to inform hiring plans and implement talent acquisition initiatives. Develops sourcing strategy using market and channel insights. 

Operational Compliance & Excellence 

• Maintains current documentation/information 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. 

• 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. 

Stakeholder/ Client Engagement 

• Uses data to educate and influence hiring managers on talent acquisition strategy and linking this data to filling the roles. Interprets client’s business and the industry landscape and/or university talent pools to influence the client to adopt optimal staffing solutions. 

• Understands factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to strategize, implement, and execute 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, unconsumed or runner-up candidates from previous searches) that may not be typically considered. 

Stakeholder/Client Engagement 

• Progresses candidates through the interview and closing process, and works with others teams to meet candidate needs (e.g., onboarding, relocation, Visas, critical dependencies). Closes candidates by anticipating and responding to objections from the business while maintaining fiscal responsibility. Negotiates appropriately with the client/stakeholder to drive solutions that balance their short- and long-term talent needs. 

• Identifies current and future talent needs through proactive exploration and analysis of market demands. May proactively consult with leaders to provide clarity of available talent market. 

Talent Sourcing 

• Develops multi-channel strategies to contribute to differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting). 

• 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. Creates and presents effective reports to the business that provides key insights and market intelligence that help form effective sourcing strategies. 

Workforce Analysis 

• Assesses and defines talent/diversity gaps and hiring needs (e.g., skills, volume of hires) of a small mid-scale business group/single discipline/single org. Presents this information to hiring managers and/or business leadership team to inform hiring plans and implement talent acquisition initiatives. 

Other 

• Embody our culture and values.