Microsoft Senior Recruiter Microsoft AI 

Taiwan, Taoyuan City 

454877802

and powerful products that will change lives.a time of huge change in the AI landscape, and this role will put you right in the heart of it.who empower the planet.

a highly motivatedfast grow

This recruiter will be on point to accelerate the growth of the MAI division through the talent weand recruit.afraid to fail fast, leads with care, and gets energy from coaching, developing, and contributing towards the success of others.

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 tooperatewith 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 dynamic markets.

• Proven executive presence with the ability to engage and influence stakeholders, including hiring leaders and executive staff.

• Ability to think strategically while executingtactically—balancinglong-term talent planning with immediate hiring needs.

Required Qualifications

• Bachelor's Degree AND 6+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR equivalent experience.
• 3+ years of AI recruiting and/or sourcing experience.

Preferred Qualifications

• Bachelor's Degree AND 12+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
• • ORMaster's DegreeAND 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR equivalent experience.
• Ability to provide the highest level of executive communication to all stakeholders, partners, prospects, and candidates.
• Ability tooperatewith autonomy in ambiguous environments on a global scale.
• Ability to deliver results while also creating an environment for others to grow and be successful.

Stakeholder/Client Engagement

• Uses data and metrics, and an understanding of the long-term business requirements, to adviseon the implications of talent gaps. Leads the development of recruiting processes and strategies.

• compensation)

• 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, non-traditional) 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).

• Uses deep knowledge of competitor opportunities to differentiate Microsoft’s unique career possibilities, advantages, and rewards andleveragesa 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 torepresentMicrosoft’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 thecandidateexperience and prepares candidates fornextphases of the process. Enhances the candidate experience at all phases of the relationship by proactivelyidentifyingfactors that mayadversely impact

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 theappropriate staffingor tracking system, within compliance guidelines (e.g.,OFCP ,GDPR). Captures relevant data in recruiting platform and leverages data to inform meaningful insights

• Embody our