Senior Executive Recruiter at Microsoft

About the Job

If you are looking for an opportunity to accelerate your growth and learning, to put your natural curiosity and deep consulting super powers to the test and to work as part of a high performing global team, the Global Executive Talent Acquisition Team at Microsoft, could be an interesting option for you. You will have experience of sourcing and engaging with senior executives across industries and you will have an obsession for providing World Class experiences, at the same time, influencing and coaching leaders how to acquire the top talent in the market. The role will focus on all aspects of executive recruiting with an emphasis on creative sourcing, deep research and insightful market intelligence within the EMEA region. The role's location is flexible across our EMEA region for the right talent.  

We are looking for a well-connected and intellectually curious individual who can drive and own the recruiting efforts for executive level talent for Microsoft. This position encompasses all stages of the hiring process including partnering with client stakeholders, other talent acquisition professionals, and 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 critical, along with a deep passion for executive recruiting. This role will also be accountable for driving and maintaining creative search strategies which fully embrace diversity & inclusion and market & competitor intelligence, to ensure that we identify and engage with the executive talent that will enable the aspirations and dreams of our customers.

There has never been a more exciting time to join this team, if you are curious to learn why, please apply today.  

Responsibilities

Stakeholder/Client Engagement

• Uses data and metrics, and an understanding of the long-term business requirements, to advise a division, set of countries, or subsidiary on the implications of talent gaps. Leads the development of staffing 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, division, region, or subsidiary.

• Consults a division, region, or subsidiary 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, areas, or talent pools that addresses both business demand and availability of talent for a division’s, set of countries, or subsidiary’s 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 leverage 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 or high volume 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.

Talent Sourcing

• Leverages long-term relationships with talent pools and communities across the industry. Develops a comprehensive approach that integrates multiple concepts (e.g. community building, business intelligence) to create an innovative sourcing strategy for a division, set of countries, or subsidiaries.

• Shares candidates across teams, and is responsible for developing and implementing strategies to generate and meet targets for differentiated talent for a division, set of countries, or subsidiaries.

Candidate Assessment & Screening

• Manages the candidate assessment framework and identifies, adopts, and evangelizes best practices that ensure high-quality hires. Identifies opportunities for improvement and leads the creation of assessment materials by identifying relevant competencies and job criteria.

• Manages the candidate screening framework, and identifies, adopts, and evangelizes best practices that ensure effective screening processes and a qualified talent pool.

Operational Compliance & Excellence

• Leads the optimization of staffing policies, systems, and processes throughout his or her 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 culture and values

Qualifications

Required/Minimum Qualifications

• Talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role

Additional or Preferred Qualifications

• Experience in executive recruitment / leadership succession planning and strong knowledge of market landscapes within the EMEA region – international component

• Understanding of executive compensation structures and challenges

• Strong process/systems management, interpersonal, organizational, written, negotiation and presentation skills.

• Exceptional communications skills and relationship management capabilities.

• Passion for technology industry

• Expertise in the following areas: Strategic Insight, Influencing for Impact, Judgment, Cross Boundary Collaboration, Negotiation, and Systems Thinking

• LinkedIn Certification

• Advanced skills in Word, Excel, PowerPoint, Outlook, and candidate tracking systems