Liquid AI H-1B Visa Sponsorship Jobs USA
Liquid AI sponsors H-1B visas for roles in artificial intelligence research and software engineering, making it a relevant target for international candidates in cutting-edge AI fields. As an emerging AI company, it sponsors selectively, prioritizing highly specialized technical talent.
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Get Access To All JobsAbout Liquid AI
Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A. Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
We Need Someone Who
- Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
- Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
- Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
- Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
- Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
- Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.
The Work
- Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
- Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
- Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
- Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
- Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
- Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.
Must-have
- Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
- A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
- Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
- Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
- Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites
Nice-to-have
- AI / ML or deep-tech recruiting experience
- Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
- Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
- Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)
What Success Looks Like (Year One)
- You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
- You run independently, trusted with judgment calls, sustaining hiring quality and pace
- New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
- P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.
What We Offer
- Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
- Compensation: Competitive base salary with equity in a unicorn-stage company
- Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
- Financial: 401(k) matching up to 4% of base pay
- Time Off: Unlimited PTO plus company-wide Refill Days throughout the year
About Liquid AI
Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A. Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
We Need Someone Who
- Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
- Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
- Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
- Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
- Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
- Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.
The Work
- Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
- Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
- Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
- Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
- Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
- Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.
Must-have
- Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
- A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
- Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
- Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
- Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites
Nice-to-have
- AI / ML or deep-tech recruiting experience
- Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
- Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
- Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)
What Success Looks Like (Year One)
- You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
- You run independently, trusted with judgment calls, sustaining hiring quality and pace
- New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
- P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.
What We Offer
- Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
- Compensation: Competitive base salary with equity in a unicorn-stage company
- Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
- Financial: 401(k) matching up to 4% of base pay
- Time Off: Unlimited PTO plus company-wide Refill Days throughout the year
Job Roles at Liquid AI
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Get Access To All JobsTips for Finding Liquid AI H-1B Jobs
Target roles that align with Liquid AI's core research
Liquid AI focuses on foundational AI model development. H-1B sponsorship is most common for roles in machine learning research, systems engineering, and applied AI, positions where specialized technical depth is genuinely hard to fill domestically.
Confirm sponsorship before applying
Not every open role at a technology company comes with H-1B sponsorship. Check each job listing carefully for explicit sponsorship language, or use Migrate Mate to filter for verified H-1B sponsors and avoid wasting applications on roles that won't support your visa.
Highlight research credentials and publications
Liquid AI competes for talent at the frontier of AI. Candidates with academic publications, conference contributions, or open-source AI work stand out, these credentials also strengthen the specialty occupation argument in your H-1B petition.
Understand the H-1B petition timeline early
H-1B sponsorship at any technology company requires lead time. Cap-subject petitions are filed in April for an October start. Raise your visa status early in conversations so Liquid AI's legal team can plan the petition timeline around your situation.
Ask directly about their immigration support process
Smaller and emerging AI companies vary in how structured their H-1B processes are. During interviews or offer negotiations, ask whether they work with an immigration attorney and what the typical sponsorship timeline looks like for new hires.
Demonstrate long-term value to the team
H-1B sponsorship is a multi-year commitment for an employer. Framing your skills as core to Liquid AI's research roadmap, not just an immediate hire, reassures hiring managers that the sponsorship investment is worthwhile for a specialized technology role.
Liquid AI H-1B Visa Sponsorship: Frequently Asked Questions
Does Liquid AI sponsor H-1B visas?
Yes, Liquid AI sponsors H-1B visas. As a technology company focused on AI research and development, Liquid AI has sponsored H-1B petitions for specialized roles where they need international talent with expertise not readily available in the domestic labor market.
Which roles at Liquid AI typically receive H-1B sponsorship?
H-1B sponsorship at Liquid AI is concentrated in technical departments, particularly machine learning research, AI systems engineering, and software development. These roles require degree-level expertise in a specific field, which is the core requirement for a qualifying specialty occupation under H-1B regulations.
How do I navigate the H-1B application process at Liquid AI?
Once you receive and accept an offer, Liquid AI works with an immigration attorney to file your H-1B petition. The employer handles Labor Condition Application filing with the Department of Labor, followed by the I-129 petition with USCIS. Your role is to provide supporting documents including degree credentials and employment records.
How do I find H-1B-sponsored job openings at Liquid AI?
Migrate Mate lists verified H-1B sponsors including companies in the AI and technology space, letting you filter specifically for employers with confirmed sponsorship history. This saves significant time compared to scanning general job boards where sponsorship eligibility is rarely clear upfront.
What timeline should I expect for H-1B sponsorship at Liquid AI?
For cap-subject H-1B petitions, the annual registration window opens in March, with selected petitions filed by April 1 and employment starting October 1 at the earliest. If you are already in valid H-1B status with another employer, a transfer to Liquid AI can happen more quickly outside the cap cycle.
What is the prevailing wage for H-1B jobs at Liquid AI?
H-1B employers must pay at least the prevailing wage, which is determined when they file the Labor Condition Application with the Department of Labor. The rate is based on the role, location, and experience level, and ensures international hires are paid comparably to U.S. workers in the same position. You can look up prevailing wage rates for any occupation and location using the DOL's OFLC Wage Search tool.