New

Recruiter, Microsoft AI

Microsoft
$85,100.00 - $169,800.00 / yr
United States, California, Mountain View
Jan 19, 2026
Overview We are seeking a highly motivated Recruiter to be part of the fast growing Microsoft AI Team. About MAI & Role Purpose Microsoft AI (MAI) is dedicated to building innovative products that responsibly advance AI technology. As a Recruiter within MAI, you'll play a critical role in attracting and hiring top talent to support this mission. While prior recruiting experience is helpful, AI-specific recruiting experience is not required-curiosity, adaptability, and a passion for learning are key. What You'll Do & Impact In this role, you'll manage full-cycle recruiting for assigned positions, partnering with hiring managers to understand requirements and craft effective strategies. You'll source diverse talent pools, deliver an candidate experience, and collaborate with coordinators to ensure smooth interview logistics. By leveraging data insights and fostering inclusion, you'll help accelerate MAI's growth and contribute to building teams that reflect Microsoft's values of innovation and integrity. Microsoft AI (MAI)'s Mission is to use AI responsibly to make everyone more informed, capable, and supported.We are creating unique,beautifuland powerful products that will change lives.We are proud of what we build, how we builditand that our products will define the AI era.It'sa time of huge change in the AI landscape, and this role will put you right in the heart of it.In Microsoft's Global Talent Acquisition organization, our mission is to engage and hirethe peoplewho empower the planet.Find out more about us atMicrosoft AI. Responsibilities You may be a fit for this role if you: Thrive in fast-paced, high-growth environments where agility and adaptability are key. Enjoy working in a startup-like culture within a global tech leader-where speed, experimentation, and innovation are part of the daily rhythm. Are passionate about AI and excited to help shape the teams building the future of human-AI collaboration. Demonstrated ability tooperatewith a startup mindset-comfortable with ambiguity, bias for action, and a passion for innovation. Proven experience indeveloping and executing creative hiring strategiesthat attract top-tier technical talent in highly competitive markets. Executive presence with the ability toengage and influence senior-level stakeholders, including hiring leaders and executive staff. Ability to think strategically while executingtactically-balancinglong-term talent planning with immediate hiring needs. Key Responsibilities Candidate Assessment & Screening Identifies, gathers, and assesses information (e.g., relocation, immigration, compensation) to qualify talent pool. Executes initial screening andassessing ofcandidates. Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates. May contribute to the creation of assessment materials byidentifyingrelevant competencies and job criteria. Candidate Attraction 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). Shares 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 telling the business story, and contributes to the development of new stories.Generatesawareness through community outreach events and strategic networking related to future hiring needs. 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 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. 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). Market Analysis and Channel Insights 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. Operational Compliance & Excellence 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 recruitingplatformand leverages data to inform meaningful insights. Uses subject matterexpertiseon 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.Identifiesopportunities tooptimizepolicies, systems, and processes. Stakeholder/ Client Engagement Usesdata 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. Stakeholder/Client Engagement Progresses candidates through the interview and closingprocess, andworks withothersteams 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.Negotiates appropriately with the client/stakeholder to drive solutions that balance their short- and long-term talent needs. Identifiescurrent and future talent needs through proactive exploration and analysis of market demands. May proactively consult with leaders to provide clarityof availabletalent market. Talent Sourcing Developsmulti-channel strategies to contribute to differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting). Usesan understanding of talent markets and complex candidate profiles, as well as growing relationships with new talent pools and communities with future potential, toidentifyand engage candidates for immediate and future talent needs. Creates and presents effective reports to the business that provides key insights and market intelligence that help form effective sourcing strategies. Workforce Analysis 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 acquisition initiatives. Other Embody our culture and values. Qualifications Required Qualifications Bachelor's Degree AND 4+yearstalent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role OR equivalent experience. 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. 1+ years of experience full life cycle recruiting AI or Machine Learning talent, including sourcing for roles such as Data Scientists, ML Engineers, AI Researchers, and Applied Scientists. 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 This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled. 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 with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.