Microsoft Senior Recruiter - Microsoft AI 

Taiwan, Taoyuan City 

690102677

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

Preferred Qualifications

• Bachelor's Degree AND extensive talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
• OR Master's Degree AND significant 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 to operate with 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 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