HRM Managerial Task

Assignment
15.05.2025
RBS International Master in Artificial Intelligence

Gang of 4
Milan, Italy

Overview
This is a fantastic opportunity to apply what we've learned and showcase our strategic
thinking. We're not just filling a role; we're finding the perfect fit to drive our chosen
company's success. We've identified the need, crafted a compelling job posting, outlined
diverse sourcing strategies, and designed a structured interview process. This approach is
strategic, focuses on finding the best fit for the role and Microsoft's goals, and is designed
to be fair and effective.

Goals
• Company of Choice : Microsoft
• Vacant Role to Recruit: Senior AI/Machine Learning Engineer
• Location : Milan, Italy

Why does this Role Matters Now?

This Senior AI/Machine Learning Engineer role is absolutely critical for Microsoft right
now due to the accelerating global demand for AI-powered solutions and Microsoft's
strategic imperative to be a leader in this transformative technology. The World
Economic Forum's "Future of Jobs Report 2025" consistently highlights the surging
demand for AI and Machine Learning Specialists, ranking it as one of the top in-
demand roles globally.

Microsoft's business goals are heavily intertwined with AI. Their cloud computing
platform, Azure, is a major revenue driver, and AI services are a core component of
Azure's offering. Expanding and enhancing these AI capabilities directly contributes
to Azure's growth and market positioning against competitors like AWS and Google
Cloud. Furthermore, integrating advanced AI into their flagship products like
Microsoft 365 (Copilot), Bing (new AI features), and even gaming (Xbox) is essential
for innovation and maintaining a competitive edge. Evidence of this strategic
alignment is abundant and Microsoft has made significant investments.

Original Job Posting

Here is a draft of a crafty job posting designed to attract top-tier, diverse talent:

Unleash the Future with AI: Senior AI/Machine Learning

Engineer
Are you ready to shape the next wave of innovation?
At Microsoft, we are not just building software; we are building the future. We are a team of
passionate innovators pushing the boundaries of what is possible with Artificial Intelligence
and Machine Learning. If you are a seasoned AI/ML engineer with a knack for solving
complex problems and a desire to innovate the technological sector, we want to talk to you.

A new position as a Senior AI/Machine Learning Engineer is open, in order to join our
dynamic team in Milan, IT. You will be at the forefront of developing and deploying cutting-
edge AI models that power our most exciting products and services, from enhancing
productivity in Microsoft 365 to revolutionizing search with Bing and beyond.
What you will do:
• Design, develop and implement scalable and robust AI/ML models and pipelines;
• Collaborate with cross-functional teams (researchers, engineers, product managers)
to translate business needs into AI solutions;
• Lead technical discussions and mentor junior engineers;
• Stay on top of emerging AI/ML advancements;
• Contribute to the entire model lifecycle, from experimentation to production
deployment and monitoring;
• Champion best practices in MLOps and responsible AI;

What we are looking for:

• 5+ years of experience in AI/ML engineering;
• Strong proficiency in Python and AI/ML frameworks (e.g. TensorFlow, PyTorch);
• Experience with cloud platforms (e.g. Azure, AWS, GCP) and distributed systems;
• Solid understanding of ML algorithms, data structures, and system design;
• Problem-solving skills and the ability to work in a fast-paced environment;
• Strong communication and collaboration skills;
• A Bachelor's or Master's degree in Computer Science/Engineering/Statistics or a
related field, or equivalent practical experience;

Bonus points for:

• Experience with large-scale data processing (e.g. Spark);
• Contributions to open-source AI/ML projects;
• Experience with MLOps tools and practices;
• Publications in top-tier AI/ML conferences;

Why Microsoft?
Microsoft offers a unique work environment where your ideas truly matter. We empower our
team with access to world-class resources, cutting-edge technology and opportunities for
continuous growth. We are committed to diversity and inclusion ensures that every
prospective is valued. Enjoy competitive compensation, comprehensive benefits and a
vibrant campus life in beautiful Seattle.

Ready to make your mark? Apply now and help us build the future of AI!

Microsoft is an equal opportunity employer. We consider all qualified applicants regardless

of background or protected status, and we focus on the unique value each person brings to
our team by following applicable laws, regulations and ordinances.

Appeal to Diverse Applicants:

• Inclusive Language: the posting uses inclusive language and avoids jargon

where possible, focusing on skills and impact;

 • Collaboration and Inclusion: explicitly mentions a "collaborative and inclusive work
environment" and commitment to "diversity and inclusion.";
• Focus on Impact: highlights the opportunity to "make a global impact" and "shape
the next wave of innovation";
• Bonus points: allows candidates with non-traditional backgrounds or specific niche
skills to see where they can add extra value;
• Equal Opportunity Employer Statement: includes a comprehensive EEO
statement as required, demonstrating a commitment to non-discrimination. Our
interview panels include team members from diverse backgrounds to ensure
balanced perspectives in evaluating candidates;
• Equivalent Practical Experience: the education requirement includes "or equivalent
practical experience”, giving space to the person’s skills;

Candidate Sourcing
Here are three distinct strategies to source qualified candidates for this Senior AI/ML Engineer
role:

Strategy 1: Professional Networking Platforms and Online

Communities
Specific Sourcing Method: utilizing platforms like LinkedIn, GitHub and specialized AI/ML
online communities.

Why it is suitable: Senior AI/ML Engineers are highly active on these platforms. LinkedIn allows
for targeted searches based on skills, experience and current roles.
GitHub is where many AI/ML professionals showcase their work and contribute to open-source
projects, providing evidence of their skills.
Specialized communities (e.g. Kaggle, Towards Data Science, or specific forums) are used by
professionals to discuss cutting-edge research and networking. This method allows for direct
engagement with passive candidates (those not actively looking for a job) who possess the
specific technical expertise required.

Potential Advantages:
• Access to a large pool of active and passive candidates;
• Target candidates with very specific skills and experience;
• Availability of examples of the candidates' work;
• Facilitates direct outreach and relationship building;

Potential Disadvantages:
• Reaching the right talent can be a lengthy and demanding process;
• High competition for top talents;
• Requires skilled recruiters who understand the AI/ML field to evaluate profiles;
Specific Platforms or Actions:
LinkedIn: use LinkedIn Recruiter to search for candidates with titles like "AI Engineer," "Machine
Learning Engineer" "Data Scientist " and filter by relevant skills (TensorFlow, PyTorch, NLP,
Computer Vision, etc.), experience level and location (local or open to relocation). Engage with
potential candidates through personalized messages highlighting the exciting aspects of the
role and Microsoft's AI initiatives.
GitHub: search for profiles of individuals contributing to relevant open-source AI/ML projects.
Look for repositories related to deep learning, natural language processing, computer vision or
MLOps. Reach out to individuals with significant contributions or impressive projects.
Specialized Communities: participate in online forums, Slack channels or Discord servers. Share
information about the role (where appropriate and allowed) and engage in technical
discussions to identify potential candidates.

Strategy 2: University Partnerships and Research

Collaborations
Specific Sourcing Method: building relationships with top universities and research
institutions with strong AI/ML programs and engaging with their faculty and students.

Why it is suitable: Senior AI/ML Engineers often have backgrounds rooted in strong academic
programs and research. Collaborating with universities gives the chance to reach individuals
with cutting-edge theoretical knowledge and research experience, which is highly valuable in a
field as rapidly evolving as AI. It also allows for identifying promising talent or connecting with
experienced researchers looking to transition.

Potential Advantages:
• Access to candidates with theoretical foundations and research skills;
• Opportunity to identify and nurture talent early;
• Build relationships with academic institutions, creating a pipeline of talent;
• Potential for joint research projects that can attract top researchers;

Potential Disadvantages:
• May require a longer-term investment to build relationships;
• Competition from other tech companies for top graduates and researchers;
• Candidates may require some adjustment to industry standards;

Specific Platforms or Actions:

Target Universities: focus on universities renowned for their AI/ML programs (e.g. Politecnico
di Milano, Politecnico di Torino, Università di Bologna, Università degli Studi degli Studio di
Roma “La Sapienza”);
Career Fairs and Info Sessions: participate in university career fairs and host information
sessions specifically for AI/ML program participants;
Guest Lectures and Workshops: Microsoft AI/ML engineers give guest lectures or workshops to
showcase the work being done at the company and identify candidates;
Research Collaborations: explore opportunities for joint research projects with university
faculty and their labs.
Internship Programs: a strong internship program for AI/ML students can build a future talent
pipeline and help identify individuals with potential growth.

Strategy 3: Employee Referral Program

Specific Sourcing Method: encouraging Microsoft employees to refer qualified AI/ML
professionals from their networks.

Why it is suitable: Microsoft has a vast workforce, including many talented AI/ML
professionals. Their networks are a valuable source of potential candidates who are pre-vetted
by someone who understands the company culture and requirements. Referred candidates
often have a higher retention rate and a faster time to hire.

Potential Advantages:
• Access to high-quality candidates;
• Referred candidates may be a better cultural fit;
• Faster time to hire compared to the other methods;
• Can be a cost-effective sourcing method;

Potential Disadvantages:
• A non-diverse workforce may narrow the range of referred candidates;
• Requires active promotion and incentivization of the referral program;
• Employees may be hesitant to refer if they are unsure about the role;

Specific Platforms or Actions:

Promote the Referral Program: communicate the Senior AI/ML Engineer opening to all
Microsoft employees, specifically highlighting the need for AI/ML talent.
Offer Competitive Referral Bonus: provide attractive bonuses for successful hires in high-
demand areas like AI/ML. Consider tiered bonuses based on the seniority of the hire.
Internal Networking Events: host internal networking events focused on AI/ML where
employees can learn more about the open role and identify potential referrals within their
network.
Provide Referral Tools: make it easy for employees to refer candidates through internal tools
or platforms, allowing them to track the status of their referrals.
Highlight Successful Referrals: share success stories of hires made through the referral
program to encourage more participation.

Structured Interview Design

We will implement a two-stage structured interview process to ensure fairness, consistency,
and effective evaluation of candidates.

Stage 1: Competency-Based Interview (Behavioral and

Situational)
This stage will focus on assessing the candidate's past behavior and how they would handle
hypothetical situations to understand their skills, problem-solving approach and cultural fit.
Each question is designed to evaluate specific competencies crucial for the role.

Question 1 (Behavioral): "Tell me about a time you faced a significant technical challenge in an
AI/ML project. How did you approach solving it, and what was the outcome?"
Skill/Competency Evaluated: problem-solving skills, resilience and ability to overcome
obstacles in a technical context.
Sample Answer (Candidate): "In a previous role, we were developing a real-time object detection
model for a manufacturing line. We encountered significant issues with model performance on edge
devices due to limited computational resources. I led a small team to investigate various model
quantization and pruning techniques. We experimented with TensorFlow Lite and explored different
quantization strategies (post-training quantization, quantization-aware training). After several
iterations and benchmarking on target hardware, we successfully reduced the model size and
inference time by 40% while maintaining acceptable accuracy, allowing us to deploy the model
effectively on the edge devices. The outcome was a successful deployment that improved the
efficiency of the manufacturing process."

Question 2 (Behavioral): "Describe a situation where you had to explain a complex AI/ML concept
to a non-technical audience (e.g. product managers, business stakeholders). How did you tailor your
communication, and what was their reaction?"
Skill/Competency Evaluated: communication skills, ability to explain complex technical
concepts clearly, stakeholder management and understanding of the business impact of
technical work.
Sample Answer (Candidate): "We had developed a new recommendation engine, and the product
team needed to understand how it worked and its potential impact on user engagement. I prepared
a presentation that avoided technical jargon and focused on the intuition behind the algorithm and
the expected business outcomes. I used analogies and visual aids to explain concepts like
collaborative filtering and cold-start problems. I also prepared a demo showing how the
recommendations changed based on user interaction. The product team appreciated the clear
explanation and felt confident in launching the new feature, leading to a noticeable increase in user
engagement metrics."
Question 3 (Situational): "Imagine you've just joined a new team at Microsoft, and you notice that
the current MLOps practices are inconsistent and leading to deployment issues. What steps would
you take to address this and how would you get buy-in from your colleagues?"
Skill/Competency Evaluated: proactiveness, leadership potential, ability to identify and solve
process issues, collaboration skills and influencing others.
Sample Answer (Candidate): "First, I would take time to understand the current practices and the
reasons behind them by talking to team members involved in the MLOps process. I would identify
the specific pain points and inefficiencies. Then, I would research and propose potential
improvements based on industry best practices (e.g., using a standardized CI/CD pipeline,
implementing model versioning, automated testing). I would present my findings and
recommendations to the team, highlighting the benefits of adopting more consistent practices
(reduced errors, faster deployments, improved reliability). I would offer to lead the effort to
implement these changes and work collaboratively with the team to ensure everyone is on board and
comfortable with the new processes."

Question 4 (Behavioral): "Tell me about a time you received constructive criticism on your AI/ML
model or code. How did you respond, and what did you learn from the experience?"
Skill/Competency Evaluated: receptiveness to feedback, humility, continuous learning and
ability to improve based on input.
Sample Answer (Candidate): "During a code review for a new feature, a senior engineer pointed
out a potential inefficiency in my model's data loading pipeline that could impact performance at
scale. Initially, I felt a bit defensive but I took a step back and carefully considered their feedback.
They explained the reasoning behind their suggestion and proposed an alternative approach. I
realized they were right and that their suggestion would significantly improve the model's scalability.
I thanked them for the feedback, refactored the code based on their suggestion, and learned the
importance of considering performance implications early in the development process, especially for
large-scale applications."

Question 5 (Situational): "You are working on a critical AI model that needs to be deployed by the
end of the week but you encounter an unexpected issue that is preventing deployment. Your team is
relying on you to fix it. How would you prioritize your work, communicate the issue and ensure the
deadline is met (or manage expectations if it cannot be)?"
Skill/Competency Evaluated: prioritization skills, performance under pressure, communication
efficiency, problem-solving under constraints and managing expectations.
Sample Answer (Candidate): "My immediate priority would be to quickly diagnose the root cause
of the issue. I would use debugging tools and logs to pinpoint the problem. While I'm investigating, I
would immediately communicate the issue to my team lead and relevant stakeholders, explaining
the problem, its potential impact on the deadline and my initial assessment of the time needed to fix
it. I would work diligently to resolve the issue, potentially collaborating with other team members if
needed. If it becomes clear that the deadline cannot be met, I would communicate this proactively,
providing a revised timeline and explaining the reasons. My focus would be on resolving the issue as
quickly and effectively as possible while keeping everyone informed."
Stage 2: Interview Process Execution
Here's how we will conduct the two-stage interview process, from pre-screening to the final
interview:

[Link]-screening (HR Recruiter):

Action: HR recruiter will review applications and resumes based on the minimum qualifications
outlined in the job posting (e.g., years of experience, relevant technical skills mentioned).
Action: conduct a brief phone screen (15-20 minutes) to verify basic qualifications, understand
the candidate's career goals, gauge their interest in the specific role and Microsoft, and assess
their communication skills. Provide a high-level overview of the role and the interview process.
Action: candidates who pass the phone screen will move to the technical screening stage.

II. Technical Screening (Senior AI/ML Engineer or Lead):

Action: a Senior AI/ML Engineer or Team Lead will conduct a technical phone or video
screen (45-60 minutes).
Action: this screen will focus on assessing the candidate's fundamental AI/ML
knowledge, data structures, algorithms and coding skills. This might involve asking
technical questions, discussing past projects in more detail,or a live coding exercise on
a platform like CoderPad.
Moreover, the screen will focus on the candidate’s practical experience with model
development and deployment, including their understanding of supervised and
unsupervised learning techniques, familiarity with tools like TensorFlow or PyTorch, and
their ability to optimize and troubleshoot models.
Action: the interviewer will evaluate the candidate's technical depth, problem-solving
approach and ability to write a clean and efficient code.
Action: candidates who perform well in the technical screen will be invited for the onsite
(or virtual) interviews.

III. Onsite/Virtual Onsite Interviews (Full Loop):

Action: this stage consists of a series of interviews (typically 4-5 sessions, each 45-60 minutes)
with different members of the team and potentially a hiring manager or director.
Action: the interview loop includes:
1. Competency-Based Interview (Stage 1 Questions): one or two interviews focused on the
behavioral and situational questions designed in Stage 1 to assess soft skills, teamwork
and cultural fit.
 2. Technical Deep Dive/System Design Interview: an interview focusing on the candidate's
experience with complex AI/ML systems. This might involve discussing past projects in
detail, whiteboarding a system design for a hypothetical problem, or discussing trade-
offs in architectural choices.
3. Coding Interview: one or two interviews focused on more in-depth coding challenges
related to AI/ML concepts, data manipulation or algorithm implementation. This
assesses their ability to write functional and efficient code under pressure.
4. Hiring Manager Interview: an interview with the hiring manager to discuss the role in
more detail, assess the candidate's overall fit for the team and answer any questions the
candidate has about the role.

Action: interviewers will use a standardized rubric to evaluate candidates based on predefined
criteria for each interview type. This ensures consistency in evaluation.
Action: after the interviews, the hiring team will debrief to share feedback and make a hiring
decision based on the collective assessment.

IV. Post-Interview Process:

Action: the HR team will initiate the offer process, including background checks and
compensation negotiation.
Action: for the not selected candidates, the HR recruiter will provide timely and professional
communication, ideally offering constructive feedback where possible.

What Specifics of Conducting the Interview we follow?

Structured Approach: all interviewers will be trained on the structured interview process and
the specific questions for Stage 1. They will use the standardized rubric for evaluation.
Note-Taking: interviewers will take detailed notes during each interview, focusing on specific
examples and behaviors provided by the candidate. These notes will be used during the debrief
session.
Consistency: the same set of competency-based questions will be used for all candidates in
Stage 1 to ensure a fair comparison.
Behavioral vs. Situational: interviewers will be trained to differentiate between behavioral
(past experiences) and situational (hypothetical future scenarios) questions and how to probe
for detailed responses using techniques like the STAR method (Situation, Task, Action, Result)
for behavioral questions.
Active Listening: interviewers will practice active listening to fully understand the candidate's
responses and ask follow-up questions for clarification or deeper insight.
Bias Mitigation: interviewers will be made aware of unconscious biases and encouraged to
focus solely on the candidate's responses and how they align with the required competencies.
The structured format and rubric help to mitigate bias.
Candidate Experience: prioritize a positive candidate experience throughout the process, by
ensuring clear communication, timely updates and a welcoming environment.
Deliverables: this document serves as the primary deliverable, outlining the recruitment and
selection campaign. It is organized into the requested components: Needs, Assessment,
Original Job Posting, Candidate Sourcing and Structured Interview Design. The language is
intended to be clear and professional, suitable for a managerial approach.

Harvard Referencing:
Microsoft (2023). Satya Nadella on the defining technology of our time.
[[Link]
[Link]].
World Economic Forum (2025)
[[Link]
Future of Jobs Report 2025
[[Link]
skills-you-need-to-get-them/]

Presented by Team members:

Niranjan Khatri
Waled Elzaghibi
Samuel Panza
Luca Stellaccio