Vancouver, British Columbia, Canada
With extensive experience in recruitment and talent acquisition, I specialize in sourcing and securing exceptional talent to drive innovation at Microsoft AI. My mission is to partner with hiring teams to build a world-class product organization that powers transformative AI-driven experiences, such as Microsoft Copilot. Guided by a commitment to collaboration and strategic hiring, I aim to enable the growth of leaders who can redefine the future of AI and technology. At Microsoft AI, I focus on identifying and engaging top-tier product management professionals for principal and leadership roles. Working closely with senior leadership, I contribute to recruitment strategies that align with organizational goals. From shaping hiring frameworks to building meaningful relationships with candidates, my efforts empower teams to achieve groundbreaking advancements in AI and product innovation.
Responsible for sourcing multiple AI Product Manager talent for Microsoft AI, focusing on principal and leadership-level roles. Driving efforts to identify, engage, and attract exceptional product leaders who can define strategy, shape user experiences, and deliver next-generation AI innovation. Partnering with senior leadership and hiring teams to build a world-class product organization that powers Microsoft Copilot and AI-driven experiences.
Being a senior recruiter in gaming, I help business globally on the hiring strategy, end-to end recruiting and planning. Analyzing talent market trends to consult hiring managers on recruiting strategies. Coaching new team members and partners. Fill in difficulty roles. Solve problems and being a trust adviser both for business and my team. Also in charge of hiring for Vancouver AI Lab. Build long term relationship with AI Researcher worldwide.
Overall in charge of all Principal Levels Hiring in Microsoft Canada Engineering Org; Helped my manager to build and train the Vancouver recruiting team;
As head of China HR, work closely with team leaders to understand the request from the business, identify good initiatives and HR practices to help build up a healthy people environment, which impact the cycle from “talent acquisition - talent development - talent retention”. About 20 subordinates. Lead the team of HR, Admin, and Business support team. Re-structure the teams and each team selected the leader. 1. HR operation, policy, HR Admin, and HR process 2. Recruitment and Employer Branding 3. Training Management 4. Employee Engagement
• Standardized the recruiting, offering and on boarding process, drive to executive in both recruiting team and HR BP team. Improved HR team’s efficiency. • Channel Management. Upgrade the HRM system as well as recruiting system.Work with different companies and websites on the contracts and advertisements. Such as Linkedin, Zhaopin. Monster, Health E-career, etc. Saved 50% of the channel cost but improved the efficiency. • Hands on daily senior level recruiting and other HR issues in Rehab hospital. • Working with training team for some training project. Such as leadership competency project and certificated as UFH trainer. Delivery Interview Skills Training to department/business chairs and HR members. Both English and Chinese Lectures on each half a year. Improved the hiring quality in general. • Taking in charge of foreign doctor’s offer negotiation and the exams and license, to help bring foreign doctors on board in China. Re-build the relationship with TCM and 100% passing rate in 2015. • Campus recruiting and branding projects: Taking in charge of campus hiring national wide. Include BJ,SH,ZH and QD.
Within in Microsoft, I worked with almost all kinds of positions for SMSG (Sales, Marketing and Services Group) China. As well as RGE international hiring. Lead a sourcing team to start and compete talent mapping for China Go Big project The Special Award from Microsoft global: Excellence in Execution (Reference as the attached email) When I work closely with Tele-sales BU to help set up the new 400+ employees team. I hired more than 60 tele-sales in 2012 and 44 in 2013, which has 100% met the hiring request and much earlier than the FTE hiring plan. Then the outsourcing vender team has difficultly with hiring so much vender employees, so I joined their hiring management team and help them to improve their hiring efficiency. The result is they also improved quickly in 2 weeks (I joined this project for 2 weeks). Certificated as Microsoft Global Smart Interview Trainer and delivery Smart Interview Skills Training courses every 3 month.
• Communicate with clients, brief job requirements detail. • Sourcing candidates by using different channels. • Working in legal recruiting team and transferred to HR team to set up our HR recruiting business in 2011. After 3 month working in HR team, I was the top sales in 2010 and 2011 in Beijing office. • Cases: One of my big clients is Lenovo; I placed average 10 openings for them each month, which other recruiting firm can only close 1-2 for half year. They also wrote me a thanks letter and invite me to meet their HRD. Microsoft was also my client at that time, so they invite me to be a talent sourcer to support senior level recruiting in Microsoft in 2011.