Technical Recruiter, Canada

at  Microsoft

Do you enjoy challenging work, partnering with and learning from a high-performance team? Are you looking to make a difference in your next role? Then come join us and become part of the Global Talent Acquisition (GTA) Team here at Microsoft!
If you are an experienced talent acquisition professional, this is your chance to make a significant impact on the future of Microsoft as part of our Engineering Talent Acquisition (ETA) team. As a Technical Recruiter, you will focus on horizontal hiring for our engineering groups across Canada. You’ll be working with hiring managers to attract, engage and hire the very brightest minds in the industry.
Your stakeholder management skills, demonstrated candidate engagement skills and passion for recruiting will ensure your success in our rapidly evolving business. The opportunities will stretch beyond hands-on recruiting; you’ll support strategic projects, coach leaders to be the very best in the industry at hiring, and mentor others while driving company-wide impact. Come join an organization focused on effective 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

• 5+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
• OR Bachelor’s Degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering, or related field AND 3+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
• 3+ years of full-cycle recruiting experience in Canada with knowledge of the local markets and employment law.
• 2+ years of experience recruiting software engineers

Additional or Preferred Qualifications

• LinkedIn Certification

Talent Acquisition IC4 - The typical base pay range for this role across Canada is CAD $88,800 - CAD $165,000 per year.
Find additional pay information here:https://careers.microsoft.com/v2/global/en/canada-pay-information.html
Microsoft is an equal opportunity employer. Consistent with applicable law, 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

Candidate Experience

• Gathers requirements and develops hiring plans that meet candidate needs throughout the hiring lifecycle. Owns elements of 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 sharing with the business to mitigate

Stakeholder/Client Engagement

• Understands factors relevant to the business and hiring managers’ needs (e.g., time to hire, location, budget) and uses this knowledge to develop and implement end-to-end hiring plan aligned 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) 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 near-term needs (2-6 months). Reviews and analyzes data and trends to improve staffing performance, and uses insights to support other teams.

Candidate Attraction

• Elicits interest in 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.
• Shares best practices on sourcing, recruiting, and/or closing techniques and stories with their own team. 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. Owns elements of 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 sharing with the business to mitigate.

Talent Sourcing

• Uses an understanding of talent markets and complex candidate profiles, as well as growing relationships with new talent pools and communities with future potential, to identify and engage candidates for immediate and future talent needs.
• Develops strategies to generate differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting).

Candidate Assessment & Screening

• Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates. May contribute to the creation of assessment materials by identifying relevant competencies and job criteria.
• Executes initial screening and assessing of candidates. Qualifies talent pool by assessing relevant factors such as ability to hire, relocation considerations, immigration, and compensation.

Operational Compliance & Excellence

• Uses subject matter expertise on applying 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. Identifies opportunities to optimize policies, systems, and processes.

Other

• Embody our culture and values