Senior Recruiter, Microsoft AI

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 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 Senior 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.    

Stakeholder/Client Engagement  

• Uses data and metrics, and an understanding of the long-term business requirements, to advise on the implications of talent gaps. Leads the development of recruiting 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.  
• Consults 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 or talent pools that addresses both business demand and availability of talent for 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 leverages 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, high level 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  

Operational Compliance & Excellence  

• Leads the optimization of policies, systems, and processes throughout the 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 and