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Microsoft Hiring for Senior Executive Client Aligned Recruiter at Redmond, WA Full Time
Job Description
OverviewIf you are a talent acquisition professional focused on the executive level, this is your chance tomakea significant impact on the future of Microsoft as part of aleading-edgeexecutive recruiting team. In this role, you will have the opportunity to attract, assess and secure executive talent from all industries around the world. The role will focus on all facets of executive recruiting with a heavy emphasis on engineering and the technical market overall. We are looking for a well-connected and intellectually curious Senior Executive Client Aligned Recruiter who can drive and own the recruiting efforts of external executive talent for Microsoft. This position encompasses all stages of the hiring process including partnering with client stakeholders, other talent acquisition professionals, and Human Resources (HR) business partners on succession planning, position strategy and candidate requirements, as well as developing sourcing strategies to target and assess top executive talent and negotiating and closing offers. Ability to build internal and external networks is key, along with a solid foundation of executive recruiting skills and experience.This role will also be accountable for driving and maintaining a competitor strategy for executive talent acquisition at Microsoft, to ensure that we identify, target, and engage with the top talent in today’s technical marketplace. 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.
ResponsibilitiesStakeholder/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, high 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. Specialty Responsibilities Market Analysis and Channel Insights – You perform deep analysis of external market data leveraging industry/market expertise, and provide market and channel insights to the business to recommend and drive hiring plans and talent acquisition initiatives; you develop sourcing strategy using market and channel insights. Stakeholder/Client Engagement – You bring critical or high level candidates through the interview and closing process, and ensure candidate needs (e.g., onboarding, relocation, Visas, critical dependencies) are met; you close candidates by anticipating and responding to objections from the business while maintaining fiscal responsibility; you negotiate appropriately with the client to drive solutions that balance their short- and long-term talent needs. Stakeholder/Client Engagement – You identify current and future talent needs through opportunistic exploratory and analysis of market demands, and proactively consult leaders to create new roles that bring in desired talent. Workforce Analysis – You assess and define talent/diversity gaps and hiring needs (e.g., skills, volume of hires) of a division, set of countries, or subsidiary; you present this information to hiring managers, and recommend and drive hiring plans and talent acquisition initiatives to meet needs. Other Embody our culture and values
ResponsibilitiesStakeholder/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, high 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. Specialty Responsibilities Market Analysis and Channel Insights – You perform deep analysis of external market data leveraging industry/market expertise, and provide market and channel insights to the business to recommend and drive hiring plans and talent acquisition initiatives; you develop sourcing strategy using market and channel insights. Stakeholder/Client Engagement – You bring critical or high level candidates through the interview and closing process, and ensure candidate needs (e.g., onboarding, relocation, Visas, critical dependencies) are met; you close candidates by anticipating and responding to objections from the business while maintaining fiscal responsibility; you negotiate appropriately with the client to drive solutions that balance their short- and long-term talent needs. Stakeholder/Client Engagement – You identify current and future talent needs through opportunistic exploratory and analysis of market demands, and proactively consult leaders to create new roles that bring in desired talent. Workforce Analysis – You assess and define talent/diversity gaps and hiring needs (e.g., skills, volume of hires) of a division, set of countries, or subsidiary; you present this information to hiring managers, and recommend and drive hiring plans and talent acquisition initiatives to meet needs. Other Embody our culture and values
