Client Aligned Director


Redmond, WA, USA Remote

Full time

Human Resources / People

Jan 26

This job is no longer accepting applications.

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.


Our Global Talent Acquisition team scours the globe for talent that is aligned to our mission and growth mindset culture, and driven by teamwork and excited about the prospect of empowering billions. We are looking for a Director level, Engineering Talent Acquisition leader with experience collaborating across Engineering, HR, Finance, and Global Talent Acquisition teams. This leader will inspire and empower a team of Talent Acquisition people managers and recruiters to drive the development and implementation of innovative and impactful recruiting strategies and work across engineering as we expand hiring outside of Redmond into new locations. 


Why you should be interested: This leader will also contribute to the direction and evolution of the talent acquisition function at Microsoft and will be encouraged to make the function better. This is an organization that has demonstrated its desire to take risks and fail forward. Innovation doesn’t come from playing it safe and creativity isn’t always obvious. This person will sit on a team where leaders have the confidence to be vulnerable to continue to learn and grow. This team respects diverse thought, differing opinions and the power of enjoying the work.



  • Stakeholder/Client Engagement - You are an advisor and partner to the business; you develop and implement long-term strategies, guide the development of hiring plans and consult business groups on long-term, cross-company recruiting strategies focused on critical technical or leadership talent gaps.
  • Diversity & Inclusion - You proactively represent Microsoft as a thought leader, internally and externally. You facilitate the promotion and awareness of Microsoft's diversity initiatives, providing consultation and coaching to key stakeholders, leadership teams and business units on diversity and inclusion priorities, capabilities, offerings and best practices.
  • Influence Change- You are a change facilitator, contributing to the design and implementation of communication plans for change management and collaborating with cross-functional teams to gain buy-in from business leadership to ensure adoption.
  • People Management - You help employees identify growth opportunities, develop skills and build development plans. You drive the execution of projects. You establish and communicate performance expectations, identify and address gaps and monitor performance to ensure plans are met.
  • Data Analysis & Hiring Plans - You analyze relevant cross-business data and trends (including talent/diversity gaps) and external market data. You provide insights and perspectives and set multi-year strategies to meet hiring goals and long-term business needs. You uncover talent patterns and forecast critical company talent gaps, and you set targets to meet differentiated talent needs.
  • Candidate Attraction - You are an ambassador of the Microsoft value proposition, working with client leaders to develop and convey a compelling and consistent message while coaching the business to leverage the Microsoft story during the hiring process.
  • Candidate Experience - You own the candidate experience, overseeing the development of hiring plans to meet candidate needs throughout the hiring lifecycle (often for critical, complex, high level or high volume candidate searches) and ensuring that candidates are prepared for each phase of the process. You gather requirements and proactively identify company-wide trends that may impact the candidate experience.
  • Talent Sourcing - You bring new ideas to the talent sourcing process, instituting new ways to drive talent identification and networking, creating new mechanisms to build talent pipelines, and structuring a talent sourcing framework and multi-year sourcing strategies.
  • Candidate Assessment & Screening - You oversee the interview and closing process for critical, complex or high level candidate searches; you identify systemic talent issues and partner with talent leadership groups to ensure the right screening tools and assessment frameworks are available and being used consistently; you identify and lead screening/assessment improvement efforts.
  • Operational Compliance & Excellence - You lead the implementation of policy, process or system changes and optimizations across all staffing organizations, and ensure standard procedures are being followed throughout the company.



Knowledge, Skills and Abilities

  • Consulting - The skill to influence others, develop and maintain working relationships, and deliver results and/or expertise for a client in a professional manner.
  • Diversity and Inclusion - The ability to establish and promote diversity and inclusion in multiple aspects, including the ability to identify high-performing and diverse talent, acknowledge/provide accelerated development opportunities and available resources, create and maintain an environment of objectivity, open communication, and respect. This may also include the ability to implement and support strategies and initiatives that build high-performing, diverse and inclusive teams, and support formal diversity goal requirements. Knowledge of Metrics, measurements taken over time that monitor, assess, and communicate vital information about the results of diversity and inclusion programs and efforts.
  • Data Analysis - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.
  • HRIS Systems - Knowledge of the functionality and components of a HRIS system from a user or first level support standpoint. This includes software-based systems that manage all or a part of the human resources function of an organization (e.g., employment demographics, benefits/compensation management, training, payroll and reporting).
  • Human Resources Business Processes - Knowledge of Human Resources activities and business operations from beginning to end, including interactions with other business processes and functions.
  • Human Resources Policies and Procedures - Knowledge of and ability to adhere to and update Human Resources policies, procedures, and practices.
  • Human Resources Programs - Knowledge of the development and implementation process of a Human Resources program. This may include the ability to plan, design, implement, and/or ensure compliance for Human Resources programs used throughout the company.
  • Legal And Regulatory Requirements - Knowledge of the rules, regulations, sanctions and other statutory requirements, guidelines, and instructions relating to governing bodies and organizations, both internally and externally.
  • Vendor/Supplier Management - Knowledge of the process through which products and services are purchased for use by the corporation and the ability to identify, select, and manage vendors and suppliers who provide products and services to the company. This includes knowledge of the development of RFI's and RFP's and the ability to incorporate necessary technical requirements into contracts.


Required/Minimum Qualifications

  • 10+ years of experience in talent acquisition (e.g., recruiting, sourcing), HR experience, or industry experience related to role OR 8+ years of experience with Bachelor's degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering or related field

Additional or Preferred Qualifications

  • 5+ years of formal or informal managerial experience leading large, global engineering recruiting teams




Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.


Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.

Benefits and Perks

  • Industry leading healthcare
  • Savings and investments
  • Giving programs
  • Educational resources
  • Maternity and paternity leave
  • Opportunities to network and connect
  • Discounts on products and services
  • Generous time away

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We're on a mission to empower every person and every organization on the planet to achieve more.