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Talent Sourcer, Go To Market

Microsoft

Microsoft

People & HR
United States
Posted on Monday, February 12, 2024
Do you enjoy big challenges, working with and learning from a high-performance team? Do you want to be able to make a difference? Come work with us in the Global Talent Acquisition Team at Microsoft!



If you are an experienced talent acquisition professional, this is your chance to make a significant impact on the future of Microsoft as part of our Go To Market (GTM) Talent Acquisition team. As a Talent Sourcer for Microsoft GTM Talent Acquisition, you’ll be working with recruiters and hiring managers to attract, engage and hire the very brightest minds in the industry. Your stakeholder management skills, great candidate engagement skills and passion for recruiting and sourcing talent will ensure your success in our rapidly evolving business. The opportunities stretch beyond hands-on sourcing, to strategic projects, providing market insights to inform recruitment strategy, coaching leaders to be the very best in the industry at hiring, mentoring others and driving impact across Microsoft. Come join an organization focused on high impact work, effective business partnership, teamwork, and collaboration!



Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their authentic selves each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission by representing Microsoft in today’s competitive talent market as we search for the nation’s top talent.

Responsibilities

Stakeholder/Client Engagement

  • Interprets client’s business and requirements to drive a staffing process to promote an optimal internal and external talent mix.
  • Executes a hiring plan within aligned business groups. Balances multiple timeframes and expectations for budget, scope, and time.
  • Identifies differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered, and provides recommendations to business area.

Data Analysis & Hiring Plans

  • Reviews data and market research and consults with the business to recommend and implement a hiring plan that addresses both business demand and talent availability. Reviews and analyzes data to improve staffing performance.

Candidate Attraction

  • Elicits interest in active and potential candidates by using business stories that represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.

Candidate Experience

  • Maintains candidate satisfaction at all phases of the relationship by leveraging motivators and incentives to engage candidates and prepare them for next phases of the process. Identifies approaches to enhance candidate experience throughout hiring plans.

Talent Sourcing

  • Uses an understanding of talent markets and complex candidate profiles, as well as relationships with talent pools and communities, to identify, secure, and/or develop candidates for immediate and near-future needs and pipelines.
  • Develops a pipeline that generates strategic and differentiated candidates to meet the future talent needs of the business. Identifies unique and non-traditional talent sources (e.g., university recruiting).

Candidate Assessment & Screening

  • Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates.
  • Executes initial screening and assessing of candidates. Identifies and gathers information (e.g., ability to hire, relocation, immigration, compensation) to qualify talent pool.

Operational Compliance & Excellence

  • Uses an understanding of the entire staffing lifecycle to apply the appropriate internal and external staffing policies, standards, and/or regulations to all stages of the staffing process. Educates clients on the appropriate processes and policies to ensure that compliance requirements are met.
  • 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/Minimum Qualifications

  • 3+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
    • OR Bachelor's Degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering, or related field.
  • 3+ years talent acquisition experience
  • Fluency in written and spoken Spanish and/or Portuguese
Additional Or Preferred Qualifications

  • LinkedIn Certification

Talent Acquisition IC3 - The typical base pay range for this role across the U.S. is USD $64,800 - $130,100 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 $86,400 - $142,700 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 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.