If you are a talent acquisition professional focused on the executive level, this is your chance to make a significant impact on the future of Microsoft as part of a leading-edge executive 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. We are looking for a well-connected and intellectually curious Client Aligned Executive Recruiter supporting Operations 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. **Responsibilities** **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. **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 long-term needs (12 months and beyond). **Candidate Attraction** + 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. + Shares proven practices on sourcing, recruiting, and/or closing techniques and stories with their own team. Tracks candidate activity using systems and tools. + 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). **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. **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. Creates and presents effective reports to the business that provides key insights and market intelligence that help form effective sourcing strategies. + Develops multi-channel strategies to contribute to differentiated talent in emerging roles or highly dynamic talent pools to meet long-term business needs. **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. + Identifies, gathers, and assesses information (e.g., relocation, immigration, compensation) to qualify talent pool. Executes initial screening and assessing of candidates. **Operational Compliance & Excellence** + Uses subject matter expertiseon 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/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. **Specialty Responsibilities** + 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-term 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. + 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. + 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. **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. + 1+ year(s) program or project management **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 + OR equivalent experience. + 2+ years executive recruiting experience + Ability to operate with autonomy in ambiguous environments at global scale. Talent Acquisition IC4 - The typical base pay range for this role across the U.S. is USD $85,100 - $169,800 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 $112,000 - $185,300 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 July 16, 2025. 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 (https://careers.microsoft.com/v2/global/en/accessibility.html) .