Global Talent Acquisition Programs Recruiter

CompanyMicrosoft

LocationLondon, England, United Kingdom

Posted At1/17/2026

UK Visa Sponsorship Analytics

Analytics are greyed out due to low classification confidence (38.0%).

Occupation Type

Human resources and industrial relations officers

Occupation Code Skill LevelMedium Skilled

Sponsorship Salary Threshold

£41,700 (£21.38 per hour)

Standard minimum applies

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Description

Overview

At Microsoft, our mission is to empower every person and every organization on the planet to achieve more and that begins with building inclusive, high‑impact teams. In this role, you will be part of the Global Hiring Programs delivery team, supporting Microsoft’s global inclusion and niche hiring programs that open doors for talent from all backgrounds.

As a Recruiter, you will help design and deliver scalable, global hiring strategies across university, apprenticeship, and early career channels. You’ll partner closely with stakeholders across regions to attract, engage, and hire high‑potential talent into programs that create meaningful access to opportunity and accelerate career growth from day one.

This role sits at the intersection of talent, inclusion, and global execution combining strategic workforce delivery with hands‑on recruiting impact. If you’re energized by influencing hiring outcomes at scale, collaborating across cultures, and shaping programs that change lives while strengthening Microsoft’s future workforce, this is an opportunity to make a lasting difference.

Responsibilities

Own and execute global Early‑in‑Profession recruiting strategy as part of the Global Hiring Programs delivery team, supporting Microsoft’s flagship inclusion and niche hiring programs, including LEAP, MSSA, and Neurodiversity.
Partner closely with internal stakeholders across Engineering, HR, DEI, and regional TA teams to deliver scalable, high‑quality hiring outcomes aligned to business priorities.
Serve as a Subject Matter Expert (SME) for inclusion‑focused early career hiring, providing guidance on program design, demand planning, and execution best practices across regions.
Analyse global market, campus, and early‑career talent trends to inform workforce strategy, advise leaders on talent availability, and strengthen Microsoft’s competitive positioning in priority skill areas.

University & Campus Engagement

Build strong relationships with universities, student organisations, and career services to enhance Microsoft’s brand.
Design and deliver campus events, hackathons, and virtual engagement programmes to attract diverse talent.
Act as a Microsoft ambassador at bespoke and tailored events, and conferences

Candidate Attraction

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.
Generates awareness 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 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 experience.
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 the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation).
Captures relevant data in recruiting platform and leverages data to inform meaningful insights.
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.

Stakeholder/Client Engagement

Progresses candidates through the interview and closing process, and works with others teams 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.
Identifies current and future talent needs through proactive exploration and analysis of market demands.

Talent Sourcing

Develops multi-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).
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.

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.

Qualifications

Required qualifications

Bachelor's Degree AND talent acquisition experience (e.g., recruiting, sourcing).

Preferred

Experience managing large-scale campus programmes across multiple geographies.
Familiarity with data-driven recruiting strategies and tools.
Experience working in a fast-paced, international environment.

This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.

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.