OverviewAs a Senior Recruiter and Metro Lead supporting Cloud Operations + Innovation (CO+I), you will lead talent acquisition strategy and execution for a priority datacenter metro. Serving as the primary recruiting partner for the market, you will help build the teams responsible for planning, constructing, commissioning, and operating the infrastructure that powers the Microsoft Cloud.
You will partner closely with metro leadership, hiring managers, HR, and cross-functional stakeholders to translate local business priorities into integrated hiring plans. The role will focus on critical power, electrical, energy, utilities, construction, engineering, and datacenter operations talent, while coordinating searches across functions and creating a consistent, high-quality experience for leaders and candidates.
This metro-lead role requires strategic judgment, operational rigor, and the ability to influence across a complex, fast-growing organization. You will use market intelligence and recruiting data to identify talent risks, build differentiated sourcing strategies, and advise leaders on workforce availability and location-specific dynamics. A candidate based in or near one of CO+I's largest U.S. datacenter metros-such as Texas or Wisconsin-is preferred to enable strong local partnership and market presence. You will also support Microsoft's Community First Infrastructure Plan by strengthening local partnerships and helping create inclusive pathways to employment in the communities where our datacenters operate.
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 mission-driven culture where protecting customers is at the heart of everything.
- Are passionate about cybersecurity and excited to help shape the teams building the future of digital defense.
- Demonstrate a bias for action, a passion for innovation, and the ability to navigate ambiguity.
- Have a proven track record of developing and executing creative hiring strategies that attract top-tier technical talent in highly competitive markets.
- Possess executive presence with the ability to engage and influence leadership stakeholders, including hiring leaders and executive staff.
- Balance long-term talent planning with immediate hiring needs, thinking strategically while executing tactically.
ResponsibilitiesStakeholder/Client Engagement - Identifies current and future talent needs through proactive exploration and analysis of market supply. Proactively consults leaders to provide clarity of talent market insights.
- Applies deep knowledge and consultative skills relevant to the business and hiring managers' needs (e.g., time to hire, location, budget, inclusivity) and uses this knowledge to manage the execution of end-to-end hiring plans aligned to the needs of the business group, division, region, or subsidiary. Engages with senior-level stakeholders to develop hiring plans.
- Consult on critical talent needs and influence leaders to embrace differentiated and non-traditional talent pools for the metro.
Data Analysis & Hiring Plans - Performs deep analysis of external market data leveraging industry/market expertise, providing market and channel insights to the business to recommend and drive strategies and talent acquisition initiatives.
- Lead the implementation of hiring plans for complex organizations or talent pools that address both short- and long-term needs (12+ months).
Candidate Attraction - Use deep knowledge of competitor opportunities to differentiate Microsoft's unique career possibilities and rewards.
- Share compelling stories that help others source, recruit, and close candidates.
- Track candidate activity and share insights with internal stakeholders.
- Coaches the client to represent Microsoft's unique career possibilities, advantages, and rewards that are distinct from those of competitors.
- Helps develop learning and training resources for hiring managers, metro employees, and recruiting to help advance outcomes and capabilities.
Candidate Experience - Develop hiring plans that meet candidate needs throughout the lifecycle, especially for critical, complex, or high-level searches.
- Enhances the candidate experience at all stages of the process by proactively identifying factors that may impact the candidate and partnering with hiring managers/business leaders to develop appropriate acquisition or mitigation strategies.
Operational Compliance & Excellence - Lead optimization of policies, systems, and processes, and guide stakeholders on their impact.
- Maintain accurate documentation in compliance with guidelines (e.g., OFCCP, GDPR), and leverage data to inform insights.
Other - Embody our culture and values
QualificationsRequired/minimum qualifications- Bachelor's Degree AND 6+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR equivalent experience.
Additional or preferred qualifications- Bachelor's Degree AND 12+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR Master's Degree AND 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
- OR equivalent experience.
Talent Acquisition IC5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 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 $137,600 - $222,600 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.
