Microsoft

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company

Microsoft

Headquarters

Redmond, WA

employees

10,000 +

industry

Tech

Representation - Gender Identity

72.3%
Male
27.6%
Female

Representation - Race

4.5%
Black
33.1%
Asian
6.3%
Latinx
0.1%
Native American
53.2%
White
Other

How do I make my application stand out?

August 6, 2020

If you’re an undergrad trying to get into the finance organizations, try to get an internship. Look early into the program. Look out for any recruiting opportunities to speak with employees. I’ve done some speaking opportunities with undergrad students.

August 6, 2020

Have some knowledge about Microsoft and know why you want to work at Microsoft specifically.

What’s the best way to prepare for the interview?

No Stories found! Do you have Advice to submit? Submit here!

What should I do soon after I start working?

No Stories found! Do you have Advice to submit? Submit here!

What do I need to do to get promoted?

August 6, 2020

Make sure the work is above par. If you’re not making the right impact, networking or any of that stuff won’t help you. Be very vocal about where you want to be and why. For me, I want to be a leader, and I’ve made it clear to my managers that I want feedback and help getting there.

August 8, 2020

Finance Manager

Seattle, WA

tenure:

3-5 years

Application and interview process

I just applied through my college and the recruiter picked up my resume and chose me to interview for the internship. 5+ years ago, I was the only Latino in my intern class and one of the few people that didn’t have strong connections with Microsoft either through Family or Friends.

Promotion discussions

The promotion process has been streamlined since I’m coming from the rotational program. Most of my class got promoted. Promotions are based on three pillars: employee impact, role scope, and budget. It’s difficult at a big company because part of it is based on budget, which is out of people’s hands.

Diversity programs

When I started, Satya had just taken over as CEO, and it was clear that things were changing. Once we went from the internship to the full-time rotation, there were more Latinos around. They did a good job scaling the program and bringing in more Latinos. I could sense that diversity and inclusion had become a focus for the company, and managers even get measured on their diversity efforts now.

Diversity programs

There are a bunch of people that came from HBCUs in my program now, so it’s clear that they’re making an effort to recruit minorities.

Diversity programs

We have all of the ERGs that are great resources to help you find community at the firm. As an intern, the Latino ERG reached out to me and took me out to lunch, and I got to meet some other Latinos at the company. I don’t participate as much as I could have, but some of my co-workers participated heavily, and what you put in is what you get out. It’s a good way to network with other Latinos, and I think it’s similar with other minority communities.

May 28, 2020

Recruiter

Redmond, Washington

tenure:

Relationships with manager(s)

Until recently my company did not make hiring investments into university talent. To put it into context, when I entered in 2018, I was the youngest person on my team— by 10 years. Managers might not always know how to cater their style to younger employees. In this case, I’ve had to manage and mentor up, which has both taught me and allowed me to teach useful skills. However, at scale this is a problem. Thankfully the sentiment is shared across our company and our managers have been recently going through reboot and age diversity trainings.

Company culture

My company has great work flexibility. Half of my team is remote so working from home if you need to isn’t a hard ask. Great work flexibility isn’t uncommon in tech, but it’s important to note being that my company is a bit older in the industry. My team is very inclusive and I always feel my voice is heard even though I’m the youngest. Lastly, you’ll never get bored here. There’s so much to work on in and outside of tech-specific roles; you can have different careers but all at the same company.

Diversity programs

We are a company where diversity is embraced and seen, but it would be nice to have more representation in higher levels like leadership and more transparency as to how POC/underrepresented communities can make those career jumps. There are lots of recruiting programs centered around diversity, but we could have a more programmatic strategy to address how the employees move up and through our company (you can find this now one-off by seeking mentors yourself, but it would be better if there were more general ways to help those who maybe wouldn’t ask). If you’re looking for a role and you don’t think you meet all of the requirements, apply anyway. Sometimes our job descriptions seem like we want to recruit astronauts and thats not the case. If you think you can do the job, go for it and talk to someone in role to see what’s really required.

May 28, 2020

Consultant

Southeast Region

tenure:

Relationships with manager(s)

My managers are overall supportive and celebrate success. Coaching through failures could be better.

May 28, 2020

Escalation Engineer

Southeast Region

tenure:

Relationships with manager(s)

I have a very open-door relationship with my managers and they're willing to here out suggestions and concerns with regards to the run of the business and my experience as an employee. Having a manager in a different state does make communication challenging however, the effort and transparency that my managers shows helps with that experience.

Company culture

Microsoft does a great job of innovating and meeting the needs of our customers. With the growth over the past few years led by our amazing CEO Satya Nadella we feel confident in the direction the company is going. The ability to challenge the norm and add exceptional talent has helped with sustaining success. There are various resource groups within Microsoft and events that are held throughout the year that attribute to the Microsoft community and helps new-hires in finding their niche.

Company culture

In the support space the work-life balance can be challenging, being able to separate the needs and requirements of the business from personal life is something that can be improved. Especially for managers and those in leadership often times there are long-hours where-in work overlaps with personal time. Finding a good balance is something that can be stressed more but having a good relationship with managers helps with that conversation.

May 28, 2020

Community Development Specialist

Durham, NC

tenure:

Relationships with manager(s)

I have an amazing relationship with my manager. She supports both my job-specific and overall career goals.

Salary and benefits

My company provides a competitive benefits package that includes an annual $150 for StayFit which covers any fitness oriented activities, apparel, etc. Employees don't have to pay for health insurance and pay minimal fees for group legal and AFLAC benefits.

Diversity programs

The company could spearhead more diverse hiring initiatives.

May 28, 2020

Marketing Communications Manager

Redmond, Washington

tenure:

Relationships with manager(s)

I have had great managers who respect me as an employee and a person. They have trusted me to make choices about when and where I work, without making me feel guilty for those choices and I have truly felt confident and empowered at work. I had one experience with a male manager, who assigned me many project management and administrative tasks, and it was hard to tell if I was assigned those because I was the most junior on the team, or perhaps because I was a young woman. It got frustrating at times, but overall felt respected and that I had other empowering work.

Diversity programs

Microsoft feels like it is taking the lead for how large companies should approach D&I. It is a major part of company leaders' business priorities and addressed at nearly every opportunity from the top down that we all need to contribute to a diverse and inclusive environment. There are learning opportunities like speakers, formal programming, informal gatherings, resource groups and more that feel frequent and readily available. Everyone in the company writes 3 business "core priorities" 2x year, and D&I is required to be the theme of one of those priorities - this is a huge step in the right direction to ensure D&I is top of mind for everyone and integrated with the business - not just optional.

Diversity programs

While exec leadership "talks the D&I talk" and more junior employees are energized about D&I, there is a gap in commitment to D&I in middle management. The amazing resources are often consumed by folks who are already dedicated to D&I vs. folks who actually need to be consuming them. Typically D&I events and resources seem to be attended and consumed by minorities, where if others leaned in we would have much better allies and culture as a whole. We need to a better job bringing people into the conversation and making D&I a priority for everyone - this feels like a microcosm of society right now. I am in marketing and from my experience and understanding feel that our marketing org is more diverse and inclusive, particularly for women, than the engineering org. For the most part (with the exception of a few) I have had great experiences personally working with engineers, but think working in that org would be more challenging for a minority.

August 6, 2020

Overall

Salary

$100,000

Finance Manager

Seattle, WA

tenure

3-5 years

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

January 6, 2020

Overall

Salary

$99,000

Marketing Communications Manager

Redmond, Washington

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

December 26, 2019

Overall

Salary

$51,646

Community Development Specialist

Durham, NC

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

December 16, 2019

Overall

Salary

$105,000

Escalation Engineer

Southeast Region

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

December 16, 2019

Overall

Salary

$80,000

Recruiter

Redmond, Washington

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

December 14, 2019

Overall

Salary

$34,000

Consultant

Southeast Region

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

No items found.