Talent Sourcer
Microsoft
Talent Sourcer
Redmond, Washington, United States
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Overview
We’re seeking a Talent Sourcer with a proven ability to design and execute effective strategies for diverse roles across multiple disciplines including mechanical and electrical engineering, software engineering, security, and data center operations.
In this role, you’ll source both individual contributor and leadership positions, partnering closely with engineering leaders to define profiles, assess talent, and build pipelines that advance Microsoft’s mission. You’ll also conduct in-depth market research to understand complex candidate profiles and emerging talent communities, enabling proactive sourcing for highly competitive and niche roles.
This is a hybrid role with an expectation of being in-office at least 3 days per week.
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 4+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR equivalent experience.
- 4+ years experience in strategic sourcing, market research, and pipeline development.
Additional or Preferred Qualifications
- Bachelor's Degree AND 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR Master's Degree AND 6+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR equivalent experience.
Talent Acquisition IC4 - The typical base pay range for this role across the U.S. is USD $85,100 - $169,800 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 $112,000 - $185,300 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 November 24, 2025.
Responsibilities
Stakeholder Collaboration
- Partner with recruiters and hiring managers to understand hiring goals, role nuances, and technical expectations.
- Participate in calibrations and pipeline reviews, offering insight into market availability.
- Contribute to profile refinement and search prioritization based on talent availability and business urgency.
- Work collaboratively within a team environment, supporting aligned priorities across adjacent functions and roles.
Market Intelligence & Strategic Planning
- Conduct market research to identify target companies, high-signal engineering teams, and emerging startup talent.
- Map talent across multiple domains—balancing quality, location, and business alignment.
Outreach and Engagement
- Create high-context, technically aware outreach messages tailored to individual profiles.
- Develop multi-channel sourcing strategies to attract differentiated talent in emerging roles or highly competitive talent pools.
- Engage with talent in an informed and credible manner, with a focus on long-term relationship-building.
- Represent Microsoft’s opportunities with clarity and professionalism—conveying impact, scope, and team mission.
Talent Sourcing Expertise
- Execute structured searches across diverse profiles and functions.
- Flex across multiple roles simultaneously while maintaining a high-quality, consistent sourcing approach.
- Maintain CRM hygiene and contribute to team learnings by sharing search strategies, outreach wins, and trends.
Data-Driven Decision Making
- Track and report on candidate engagement, conversion rates, and funnel health to inform sourcing adjustments.
- Leverage internal systems to identify top talent, manage candidate flow, and collaborate cross-functionally.
- Use performance data and historical trends to influence targeting and inform future sourcing decisions.
- Translate feedback and sourcing signals into actionable improvements across profiles and outreach strategies.
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