Recruiter
Microsoft
People & HR
USD 68,300-137,900 / year + Equity
Posted on Sep 11, 2025
Recruiter
Multiple Locations, United States
Save
Date posted
Sep 10, 2025
Job number
1874064
Work site
0 days / week in-office - remote
Travel
0-25 %
Role type
Individual Contributor
Profession
Human Resources
Discipline
Talent Acquisition
Employment type
Full-Time
Overview
We have an opportunity for you to join our Global Talent Acquisition organization as a Recruiter within the Global Talenet Acquisition Americas (GTAA) organization. This roles partners directly with Managers to hire world class talent for the various organizations at Microsoft. The client groups include Engineering and Go-to-Market.
Come join an organization focused on high impact work, expert business partnership, teamwork and collaboration!
Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.
Qualifications
Required/minimum qualifications
- Bachelor's Degree AND 2+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR equivalent experience.
- 2+ years experience working within the technology industry.
- 1+ years experience learning and utilizing two or more Applicant Tracking System (ATS) (e.g., iCIMS, Workday).
- 1+ years experience using Artificial Intelligence (AI) products.
Additional or preferred qualifications
- Bachelor's Degree AND 5+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR Master's Degree AND 3+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR equivalent experience.
- Linkedin Certification.
Talent Acquisition IC3 - The typical base pay range for this role across the U.S. is USD $68,300 - $137,900 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 $93,200 - $151,200 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 will accept applications for the role until September 15, 2025.
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 will accept applications for the role until September 15, 2025.
Responsibilities
Candidate Assessment & Screening
- Identifies and gathers information (e.g., relocation, immigration, compensation) to qualify talent pool. Executes initial screening and assessing of candidates.
- Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates.
Candidate Attraction
- Leverages best practices on sourcing, recruiting, and/or closing techniques and stories with their own team. Tracks candidate activity using systems and tools.
- Elicits interest in passive, active, and potential candidates by using and telling business stories that represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.
- Leverages resources to deliver information to the client based on their unique motivators and knowledge of the Microsoft deal (e.g., compensation, benefits, perks, career development).
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. Maintains Service Level Agreements (SLAs) to ensure timeliness of process completion.
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.
Market Analysis and Channel Insights
- Gathers external market data and performs analyses to identify market trends and channel insights. Identifies insights and shares recommendations within team.
Operational Compliance & Excellence
- Maintains current documentation/information 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.
- 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.
Stakeholder/ Client Engagement
- Executes a hiring plan within aligned business groups. Balances multiple timeframes and expectations for budget, scope, and time.
- Interprets client’s business and requirements to drive a staffing process to promote an optimal internal and external talent mix.
- Identifies differentiated and alternative types of talent (e.g., compete, diverse, nontraditional, unconsumed or runner-up candidates from previous searches) that may not be typically considered, and provides recommendations to business area.
Stakeholder/Client Engagement
- Identifies current and future talent needs through proactive exploration and analysis of market demands, and shares findings with the team. Executes plans to consult leaders to create new roles that bring in desired talent.
- Progresses candidates through the interview and closing process, and works with other teams to meet candidate needs (e.g., onboarding, relocation, Visas, critical dependencies). Closes candidates by anticipating and responding to objections from the business while maintaining fiscal responsibility.
Talent Sourcing
- Uses an understanding of talent markets and 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 differentiated talent to meet the future needs of the business. Identifies unique and non-traditional talent sources (e.g., university recruiting).
Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.
Industry leading healthcare
Educational resources
Discounts on products and services
Savings and investments
Maternity and paternity leave
Generous time away
Giving programs
Opportunities to network and connect
Microsoft is an equal opportunity employer. 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.