Microsoft Client Aligned Executive Recruiter 

Taiwan, Taoyuan City 

67183219

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
  • ORMaster'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.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:Microsoft will accept applications for the role until July 16, 2025.

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 adoptoptimalstaffing 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 hiringplanaligned 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 fromprevioussearches) 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 torepresentMicrosoft’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).

• Gathers requirements and develops hiring plans that meet candidate needs throughout the hiringlifecycle.Ownselements of the candidate experience and prepares candidates fornextphases of the process. Enhances the candidate experience at all phases of the relationship by proactivelyidentifyingfactors that mayadversely impactthe candidate and partnering with hiring managers to develop mitigation strategies and by ensuring operational excellence managingcandidatesapplication through the application tracking system (ATS).Maintains Service Level Agreements (SLAs) to ensure timeliness of process completion.

Talent Sourcing

• identifyand engage candidates for immediate and future talent needs. Creates and presents effective reports to the business thatprovideskey 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.

• identifyingrelevant competencies and job criteria.
• Identifies, gathers, and assesses information (e.g., relocation, immigration, compensation) toqualifytalent pool. Executes initial screening andassessing of

Operational Compliance & Excellence

• Uses subject matterexpertiseonapplying 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.Identifiesopportunities tooptimizepolicies, systems, and processes.
• Maintains current documentation/information on candidates’ qualifications and status in theappropriate staffingor 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

• process, andworks withothersteams to meet candidate needs (e.g., onboarding, relocation, Visas, critical dependencies). Closes candidates byanticipatingand responding to objections from the business whilemaintainingfiscal responsibility. Negotiates appropriately with the client/stakeholder to drive solutions that balance their short-term and long-term talentneeds.
• Identifiescurrent and future talent needs through proactiveexplorationand analysis of market demands. May proactively consult with leaders to provide clarity of available talentmarket.
• 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 acquisitioninitiatives.
• 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.

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