Microsoft Technical Recruiting (August 31, 2004)

Everything you always wanted to know but were afraid to ask

Posted September 1, 2004

Please note: Portions of this transcript have been edited for clarity

Introduction

Moderator: Kenm (Microsoft)
Welcome to today's MSDN Chat. Our topic is Microsoft Technical Recruiting: Everything you always wanted to know but were afraid to ask. Questions, comments, and suggestions are welcome.

Moderator: Kenm (Microsoft)
Note that for this chat, we'll be addressing recruitment of experienced people for technical roles, not college students, not marketing people, etc.

Moderator: Kenm (Microsoft)
And now, here's Zoe and Gretchen...

Host: Zoe (Microsoft)
Here's a little about me...

Host: Zoe (Microsoft)
I am a native Ohioan hailing from the city of Shaker Heights. I grew up mainly in the Northeast and attended college at Case Western Reserve University in Cleveland. I have been at Microsoft for 5 years and have worked on finding technical talent first on the International Recruiting Team and then for various other product teams. In my current role, my team is tasked with building long term strategic recruiting plans for technical roles at Microsoft.

Host: Zoe (Microsoft)
Part of this position is finding and building communities of developers, testers and program managers for our seven core businesses.

Host: Gretchen (Microsoft)
And me ...

Host: Gretchen (Microsoft)
Born and raised on Tennessee, I attended Vanderbilt University in Nashville. I have been with Microsoft for four years, and like Zoë, I focus on building communities of top technical talent in order to fill experienced development, test, and program management openings across the company. Prior to my current role, I was a member of our International and College Recruiting Teams and, in the last couple years, focused my efforts specifically toward the Information Worker business.

Start of Chat

Host: Zoe (Microsoft)
Q: When you submit a resume to a job, does it take the version of the online resume at the time of submission or does it just send a link to the recruiter?
A: It takes the version of the online resume and puts it into our database which is then searchable by the recruiter.

Host: Gretchen (Microsoft)
Q: Would you provide a (loose) definition for "experienced" (years, technology, education) and "technical"?
A: “Experienced” means one year out of a university program (BS, MS, PhD). We realize a lot of people with experience may be in a university program, but we have a very active College Team building relationships with universities.

Host: Gretchen (Microsoft)
"Technical" means development, test, and program management roles. Some job titles might be SDE, SDET, PM, STE, etc. There are other “technical roles” obviously, but we just focus on these roles..

Host: Zoe (Microsoft)
Q: One of my previous employers is now owned by a larger well known company. Should I show that on my resume, and if so how?
A: Yes. The reason is we may be searching in for that older company knowing that it had good employees. You can show it by saying the companies name and then in parenthesis the name of your company i.e. Microsoft (formerly Visio).

Host: Zoe (Microsoft)
Q: Ah yes, cover letters. The job site doesn't seem to encourage them: does the lack hurt us?
A: No. Cover letters can be good for smaller companies that have time to look through smaller amounts of resumes. For me, I really like to get to the heart of the matter which is your resume. Spend time refining that and not worrying about cover letter.

Host: Zoe (Microsoft)
Q: Is knowledge of C/C++ mandatory to get a job?
A: Yes, for the positions we recruit against (SDE, SDET, STE (some cases), PM) we look for people with that experience.

Host: Gretchen (Microsoft)
Q: How hard will you work to close the deal? If someone's wishy-washy, what do you hit them with to sign?
A: We definitely don’t want great candidates to decline our offers, but at the same time, we also want to remain fair to others in the process … i.e. If someone asks for more money, we don’t give it to them just because they asked. We usually focus on job content, get the hiring group involved in selling the job, etc. We find that if people really want to work at MS, they’ll meet us but usually we find it the "little things" that make a big difference.

Host: Zoe (Microsoft)
Q: How should one go about the topic of relocation? I don't to not get a call even though I would pay for my own relo
A: If you are relocating to one of the Microsoft development centers (primarily Redmond :), we will generally pay for relocation.

Host: Zoe (Microsoft)
Q: I'm leading a project, but I don't have any direct reports. Can I call myself a lead? Or does lead only mean "person with direct reports"?
A: No. Lead in my mind implies that you are directing people. You may want to indicate that you are responsible for leading the project or directing the project. Just make sure you are clear that you are not directing people.

Host: Gretchen (Microsoft)
Q: I have been a developer for the past 6 years. I wish to try SDET positions in MS. I am interested in writing functional specs, utilities, testing etc. How do I apply for SDET role and will my profile match SDET role?
A: Actually, you sound like the ideal SDET candidate. When recruiting for SDETs (that’s Software Development Engineer in Test), we look for strong developers with an inclination or passion toward quality assurance. My suggestion would be to present your experience as is but mention your passion for testing or the SDET role in your objective statement.

Host: Zoe (Microsoft)
Q: What can I expect on a phone interview with a Hiring Manager? I have "passed" my first phone interview.
A: Hiring manager screens are far more technical. They'll ask some of the same questions as the recruiter (project experience etc) and then they will ask you about your technical knowledge in more depth and potentially a coding question...

Host: Zoe (Microsoft)
If it is a tech skill on your resume and you indicate you are an expert, be prepared to discuss it...

Host: Gretchen (Microsoft)
Q: When a job is posted on the public internet, how long was it posted internally first?
A: Both are posted at the exact same moment.

Host: Zoe (Microsoft)
Q: Will I still be doing development work if choose to become SDET. I don’t want to give up programming either
A: You won't have to give up coding! Depending on the job and group, SDETs may spend up to 65% of their time developing code.

Host: Gretchen (Microsoft)
Q: Will C#.NET experience compensate for C/C++?
A: C/C++ v C# really varies from job to job. Some teams are coding primarily in C/C++; others use C#. But yes, overall C# experience will compensate. The main thing we look for is deep understanding of algorithm design and strong CS fundamentals.

Host: Zoe (Microsoft)
Q: Typically, how long does it take from the time you apply for a position until a recruiter contacts you?
A: It is variable. It really depends on whether or not your resume is a match for that specific position, how quickly the recruiter picks up on your resume etc.

Host: Gretchen (Microsoft)
Q: How much programming knowledge do you expect Program Managers to have?
A: When searching for PMs, we look for people with a strong background in development … maybe Sr. Software Developers, Development Leads, Architects, etc.

Host: Zoe (Microsoft)
Q: When does the topic of salary come up? How do we know if we are in range before applying for the position?
A: I try to get a sense for salary and compensation/benefits expectations in the first call. At that point if we are way off the mark we can determine if we should move forward or not. It really helps me out if you are willing to talk about these things

Host: Zoe (Microsoft)
Q: If I want to work in bay area as an SDET, can I send my resume to the Mountain view center? Actually I’m coming to Bayarea next week. Thought I could drop my resume off.
A: First, you'll have to decide if the technologies in the Bay Area are what you want to help develop :) We only develop a few products there. You should then apply online to positions specifically in Mt. View. They won't accept a resume that is just dropped off at the front desk.

Host: Zoe (Microsoft)
Q: Will prior work or contributions to the Linux kernel "contaminate" a prospective employee?
A: Hell no! In fact there may be groups where experience like this is helpful.

Host: Gretchen (Microsoft)
Q: When an applicant with prior Microsoft experience submits a resume for a position, do you take that into account?
A: Yes. If the applicant is a former full-time employee, we review previous performance history and speak with previous managers. If the applicant is a former vendor or agency temporary, we do the same. That information is reviewed along with the applicant’s résumé, work history, etc, and obviously is always taken with a big grain of salt. :)

Host: Zoe (Microsoft)
Q: Is acceptable for SDE/SDET candidates to have a programming portfolio available to interviewers? Typically, I usually have lots of "extra" programming projects "on the side" I think would make cool additions to VS.NET.
A: I think giving this to the recruiter up front for the interviewers to review upfront is a good idea (but not mandatory). We have a pretty structured interview process so having trying to discuss this during that time likely won't happen.

Host: Zoe (Microsoft)
Q: Does technical positions at Microsoft allow me to move up to management eventually, would a MBA be required for that somewhere along the way?
A: Yes and no. As we all know technical skills don't always equate to managerial prowess. Some technical folks do move into management positions (if it is their choice and they are skilled). I don't see a lot of folks getting and MBA though. I think that is a choice.

Host: Gretchen (Microsoft)
Q: If you are hired into a position is it acceptable to move around inside Microsoft to better your career - or is this frowned upon?
A: Career development is a great thing! The guideline is that a new employee will stay in his/her first role for one year (just to gain MS experience, go through one review, etc). Along the way, your manager should always be talking about your “next career” at Microsoft.

Host: Zoe (Microsoft)
Q: Do you have any estimates on how many applicants typically apply for the job?
A: Variable really depending on the position. We do get around 6,000 people applying for jobs each day.

Host: Zoe (Microsoft)
Q: Would authoring books, writing articles, etc... make you more noticed as a candidate? (I have that possibility...)
A: A good recruiter might find you more quickly that way, but they may also want you for a more community focused or outreach position at the same time :)

Host: Gretchen (Microsoft)
Q: I'm working on a secret project (just like everyone else) at my company. I’m not even allowed to talk to it with other people in my company. any thoughts on how I can talk about this in an interview?
A: First, be honest with the recruiter that you can’t divulge information about the project. The recruiter will probably want to know more about what you find challenging about your role, your most significant contributions, etc. You can talk about these things without getting specific into the technologies, product, etc. Trust me … we get this a lot. We’re used to it. :)

Host: Zoe (Microsoft)
Q: If you did not get thru the interview ,I mean flunked , rejected ... Do you give another chance to come back? another words if I did not clear than Is there a chance to re-interview for same or other position
A: Yes, but you should take time to understand where you need to improve your skills and wait a little while before applying again.

Host: Zoe (Microsoft)
Q: I have heard that the MS culture is very cutthroat - (displaying others bad code, etc.) is this true?
A: Interesting! I have never heard that before and as far as I know this doesn't happen. I mean, you still go through code reviews and all, but never anything like this.

Host: Zoe (Microsoft)
Q: is wanting to stay in tech and _not_ move up to management considered a Bad Thing?
A: Absolutely not! We are a tech company and we value individual contributors.

Host: Gretchen (Microsoft)
Q: How much do "older languages" count for (on older platforms...from many years ago, for instance) when applying for development positions?
A: Really, the most important thing is deep understanding of technology, computer science fundamentals, etc. A new language today will be an old language tomorrow so we look for people who can learn new languages, platforms, etc as technology evolves. That said, we do typically look for people who are already working in the same technologies as the job requires so working in new technologies can probably only help you. :)

Host: Zoe (Microsoft)
Q: Are there possibilities for feedbacks after a failed interview so that we can improve our skills, instead of the generic rejection letter/call?
A: The standard line is that we do not provide feedback. However, some folks will if they see that a candidate really only needs to improve a little bit to get an offer.

Host: Gretchen (Microsoft)
Q: How much of a typical interview is on behavioral interviewing?
A: I’d say that most of a recruiter interview with be a behavioral interview. During a formal interview day (where you met with many interviewers), you can expect roughly half behavioral questions and half technical questions.

Host: Zoe (Microsoft)
Q: As an individual contributor can you effectively stop climbing the ladder (freeze pay/responsibilities)? or is the bar always rising?
A: No. I think the bar is always rising for a technical company. You have to build thing better, faster more reliable and to do that you have to learn. I mean there is always a point in your career where you can stop, but that happens to everyone and hopefully doesn't happen until LATE in your career.

Moderator: Kenm (Microsoft)
We are going to have to end in 2 minutes. Would anyone like to add anything?

Host: Gretchen (Microsoft)
Q: Is a local candidate (from the Washington state area for instance, if applying to a Redmond position) given more consideration vs. a candidate that lives across the country (same skill set, relocation costs are different, though)?
A: No, we want to hire the best person for the job. In some cases (but it’s pretty rare for Dev, Test, PM roles), groups do not have a relocation budget for a particular opening – so yes, a local candidate would be preferable. But for about 99 roles Zoë and I recruit for have ample relo budgets

Host: Gretchen (Microsoft)
Hey - that's all the time we have. Thank you for joining us, everyone! This was tons of fun! Check out our blog or Channel 9 to see more of us. :) (like that plug?) :)

Moderator: Kenm (Microsoft)
Thanks for joining us today. It's time for us to go now.

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