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Role Summary We are looking for a skilled Workday Functional Engineer with deep expertise in Recruiting and Talent Management modules. The ideal candidate will independently own configuration, support, and enhancements for these modules serving as the subject matter expert on the team. Key Responsibilities Recruiting (ATS): Configure and manage Workday Recruiting business processes job requisitions, offer management, candidate pipeline, background checks, and onboarding workflows Set up and maintain security roles, condition rules, and routing rules specific to Recruiting Support Talent Acquisition teams with system enhancements, new requisition types, and compliance updates Troubleshoot and resolve Recruiting module issues independently Tier 2/3 support Talent & Performance: Configure and maintain Workday Talent module talent profiles, performance review templates, succession plans, and calibration sessions Manage end-to-end performance review cycle configuration: goal setting, mid-year check-ins, and year-end reviews Build talent calibration grids and succession dashboards for HR leadership Support HR Business Partners on Talent module reporting and analytics requirements General Functional Support: Perform tenant configuration, regression testing, and validation across bi-annual Workday releases Document configuration decisions, BP changes, and test results clearly and thoroughly Collaborate with the Integration team on Recruiting and Talent-related integrations Participate in requirements gathering with HR stakeholders and translate business needs into Workday configuration Required Skills & Experience Must Have: 36 years of hands-on Workday Recruiting (ATS) configuration business process setup, security, condition rules, offer configuration Strong working knowledge of Workday Talent Management performance reviews, succession planning, talent calibration Experience configuring Workday security roles and business process frameworks for Recruiting and Talent modules Ability to troubleshoot and resolve module-level issues independently Solid understanding of Workday tenant management sandbox testing, release management, and regression testing Strong communication skills able to work effectively with HR stakeholders and cross-functional teams Good to Have: Workday Pro Certification in Recruiting or Talent Management Experience with international / multi-country Workday deployments Familiarity with Paradox (Olivia AI), SHL, or similar ATS-adjacent tools and Workday integrations Exposure to Workday Advanced Compensation, Benefits, or Core HCM modules Experience working in a high-volume Talent Acquisition environment (technology, telecom, or retail) Qualifications Bachelor's degree in Computer Science, Information Systems, HR Technology, or related field 36 years of Workday functional experience with a focus on Recruiting and Talent modules Workday Pro certification preferred Strong analytical and problem-solving skills Excellent written and verbal communication .
Here's how to pick the right one and stand out in your application.
144.883Jobs
31.687IN
81%EN
That number is real. WorkMundi's database shows 144,883 open engineer roles across the world. India has the most with 31,687 jobs, followed by the United States with 30,084. If you just finished reading one job ad and felt paralyzed by choice, you're not alone—but this scale is actually an advantage. It means you can afford to be selective.
Start by geography and language. The majority of engineer ads—117,837 of them—have the job posting text written in English. Use that as one filter, but remember: the ad text language tells you nothing about whether the role actually requires you to speak English day-to-day. Read the job description carefully. Then check which countries have the volume you're targeting. Singapore, Poland, and Australia round out the top five after India and the US.
Next, learn who's hiring. Accenture has posted 2,801 engineer roles. andurilindustries, speechify, and jobgether are also actively recruiting. If you're applying to one of these names, research their hiring patterns and interview style before you apply. That homework pays off.
When you interview, expect the question every engineer hears: 'Tell me about a time you had to debug a problem that wasn't in your job description.' Have a specific story ready—not a general one. Name the tools, the deadline pressure, and what you learned. Hiring managers listen for whether you see problem-solving as part of the role itself, not a favour.