Active Directory Architect

Key points:

• The customer is looking for senior Active Directory professionals with approximately 10 12+ years of experience aligned to C1-grade requirements.
• The expectation is for candidates with strong engineering, design, planning, and architecture experience rather than BAU/support-focused backgrounds.
• During sourcing and initial screening, recruiters should specifically validate candidates' involvement in Active Directory design, implementation, architecture, migration, and engineering activities.
• The sourcing team has been advised to refine search criteria and include relevant engineering and architecture keywords to improve profile quality.
• As the limited talent pool for niche skills such as Semperis and LDAP, focus should be placed on fulfilling the Active Directory positions on priority.
• Self-sourcing efforts should be increased, and early-joiner profiles should be shared at the earliest.
• Candidates from organizations with strong Active Directory expertise, such as Microsoft, Converge, LTIMindtree, TCS, and similar organizations, may be targeted.
• Internal references should be actively pursued, as there is currently a gap in referrals for Active Directory and Entra ID skill sets.
• The team was requested to broaden sourcing efforts and submit architect-level profiles without restricting themselves at the preliminary stage due to compensation discussions. Compensation alignment can be reviewed separately within Wipro guidelines.
• Immediate priority remains closing the Active Directory demand, as the capability is expected to have a larger available talent pool compared to other Digital Identity skill requirements.

Action plan:

• Renu and Shweta to share architect-level Active Directory profiles and early joiners on priority.
• All sourcing teams to focus on candidates with demonstrated AD engineering and architecture experience.
• Team members to actively seek and share relevant referrals for AD and Entra ID positions.