Luxury Presence Visa Sponsorship Jobs USA
Luxury Presence is a technology and software company serving the real estate industry, known for building digital platforms for luxury real estate agents. The company has a track record of sponsoring permanent residence pathways, making it a viable option for international professionals targeting long-term U.S. work authorization.
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Get Access To All JobsINTRODUCTION
Luxury Presence is building the AI growth platform for real estate. Backed by Bessemer Venture Partners and other top investors, we're a Series C company that has hit $100M in annual recurring revenue. More than 90,000 real estate professionals, including over 30% of the WSJ Real Trends top 100 agents in the United States, use us to run and grow their business.
ABOUT THE ROLE
Our Client Success and Client Experience teams are the reason agents stay with Luxury Presence. Client Success Managers and Client Experience Specialists are the people our customers talk to every week, and we are hiring a lot of them in Scottsdale and Austin. This is a junior recruiting seat and a real one. You will own hiring for those two teams: sourcing, screening, scheduling, and closing. You will run whole searches yourself, from kickoff through offer, with a hiring manager who will teach you the craft and expect you to pick it up quickly. Two teams and two clear candidate profiles means you get to go deep rather than spreading thin across the whole company. If you want to learn full-cycle recruiting at a company hiring at pace, and you would rather be measured on real numbers than on effort, this is a strong place to start.
Sourcing:
- Find client-facing talent that does not come to us through inbound, using Boolean search, LinkedIn Recruiter, referrals, and local channels in Scottsdale and Austin.
- Write outreach in your own voice, test what works, and keep the messages that earn replies.
- Deliver 60 or more qualified sourced candidates a month into open reqs.
Screening:
- Run 15 to 20 candidate screens a week.
- Screen against what each role actually requires. Work from the hiring manager's intake and the scorecard, know what good looks like before you take the first call, and be able to defend why someone made the slate.
- Submit a first slate of 5 to 6 approved candidates within 10 business days of every intake.
Owning your own searches:
- Run full-cycle on Client Success and Client Experience openings, from kickoff through offer.
- Close 5 to 6 of those reqs a month at or under a 30-day time to fill.
- Support our senior client-facing searches with sourcing and screening.
Candidate Experience And Process:
- Respond to every candidate within 24 hours and schedule the next step within 48 hours of a hiring manager decision.
- Keep Lever current daily so anyone can see where a search stands.
- Deliver a weekly pipeline snapshot to your hiring manager.
WHAT WE'RE LOOKING FOR
Skills and Experience:
- 0 to 2 years in recruiting, sourcing, or recruiting coordination. We will look just as hard at people coming from sales development, client success, support, or hospitality who want to move into recruiting.
- Comfort with high volume. You have held a role where the number of conversations you had each week was the point.
- Clear, quick writing. You will send a lot of outreach and a lot of candidate updates.
- Familiarity with an ATS or CRM. Lever experience helps and is not required.
- No degree requirement.
Attributes:
- Coachable. You take direct feedback, apply it the same week, and ask for help early instead of quietly stalling.
- Organized. You keep 20 or more candidates in flight without dropping anyone, using a system rather than memory.
- Warm and direct. Candidates remember how you treated them, including the ones who do not get an offer.
- Curious about the craft. You want to get good at recruiting, not just get through the week.
- Comfortable in a hybrid seat. This role is in office three days a week in Scottsdale or Austin.
Join us in shaping the future of real estate
The real estate industry is in the midst of a seismic shift, and the future belongs to those who break new ground. As one of the fastest-growing companies in the proptech and marketing sectors, Luxury Presence challenges the status quo of what technology can do for real estate agents, leaders, and brokerages. We're a team of agile and tenacious innovators working collaboratively to drive the industry forward. Together, we build game-changing products that empower modern real estate entrepreneurs to dominate their markets. From award-winning web design to agile SEO solutions to cutting-edge AI tools, we deliver tech that anticipates market shifts and keeps our clients ahead of their competition. Founded in 2016 by Stanford Business School alum Malte Kramer, Luxury Presence has grown to a global team ranked on the Inc. 5000 fastest-growing companies list three years in a row. We're backed by world-class investors, including Bessemer Venture Partners, NextEquity Partners, Toba Capital, and Switch Ventures, and have raised $89 million to date. More than 18,000 real estate businesses rely on our platform, including 30% of the Wall Street Journal RealTrends top agents and teams. Additionally, many of the industry's most powerful brokerages rely on Luxury Presence as a trusted business partner. Every year since 2020, Luxury Presence has ranked on BuiltIn's Best Place to Work lists. HousingWire named our founder and CEO a 2024 Tech Trendsetter, we've received several Tech100 Awards, and we just scored an Inman Innovation Award for Best AI-Powered Platform.
COMPENSATION
- $70-80K base (DOE) plus bonus. This role is a hybrid setup in Scottsdale, AZ, or Austin, TX.
Luxury Presence is an Equal Opportunity Employer.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
Recruitment Notice: Luxury Presence employees will only contact candidates from an @luxurypresence.com email address. We may work with trusted recruiting partners who will contact you from their company's email domain. If you have questions about the authenticity of a recruiting communication, please contact recruitingops@luxurypresence.com. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
INTRODUCTION
Luxury Presence is building the AI growth platform for real estate. Backed by Bessemer Venture Partners and other top investors, we're a Series C company that has hit $100M in annual recurring revenue. More than 90,000 real estate professionals, including over 30% of the WSJ Real Trends top 100 agents in the United States, use us to run and grow their business.
ABOUT THE ROLE
Our Client Success and Client Experience teams are the reason agents stay with Luxury Presence. Client Success Managers and Client Experience Specialists are the people our customers talk to every week, and we are hiring a lot of them in Scottsdale and Austin. This is a junior recruiting seat and a real one. You will own hiring for those two teams: sourcing, screening, scheduling, and closing. You will run whole searches yourself, from kickoff through offer, with a hiring manager who will teach you the craft and expect you to pick it up quickly. Two teams and two clear candidate profiles means you get to go deep rather than spreading thin across the whole company. If you want to learn full-cycle recruiting at a company hiring at pace, and you would rather be measured on real numbers than on effort, this is a strong place to start.
Sourcing:
- Find client-facing talent that does not come to us through inbound, using Boolean search, LinkedIn Recruiter, referrals, and local channels in Scottsdale and Austin.
- Write outreach in your own voice, test what works, and keep the messages that earn replies.
- Deliver 60 or more qualified sourced candidates a month into open reqs.
Screening:
- Run 15 to 20 candidate screens a week.
- Screen against what each role actually requires. Work from the hiring manager's intake and the scorecard, know what good looks like before you take the first call, and be able to defend why someone made the slate.
- Submit a first slate of 5 to 6 approved candidates within 10 business days of every intake.
Owning your own searches:
- Run full-cycle on Client Success and Client Experience openings, from kickoff through offer.
- Close 5 to 6 of those reqs a month at or under a 30-day time to fill.
- Support our senior client-facing searches with sourcing and screening.
Candidate Experience And Process:
- Respond to every candidate within 24 hours and schedule the next step within 48 hours of a hiring manager decision.
- Keep Lever current daily so anyone can see where a search stands.
- Deliver a weekly pipeline snapshot to your hiring manager.
WHAT WE'RE LOOKING FOR
Skills and Experience:
- 0 to 2 years in recruiting, sourcing, or recruiting coordination. We will look just as hard at people coming from sales development, client success, support, or hospitality who want to move into recruiting.
- Comfort with high volume. You have held a role where the number of conversations you had each week was the point.
- Clear, quick writing. You will send a lot of outreach and a lot of candidate updates.
- Familiarity with an ATS or CRM. Lever experience helps and is not required.
- No degree requirement.
Attributes:
- Coachable. You take direct feedback, apply it the same week, and ask for help early instead of quietly stalling.
- Organized. You keep 20 or more candidates in flight without dropping anyone, using a system rather than memory.
- Warm and direct. Candidates remember how you treated them, including the ones who do not get an offer.
- Curious about the craft. You want to get good at recruiting, not just get through the week.
- Comfortable in a hybrid seat. This role is in office three days a week in Scottsdale or Austin.
Join us in shaping the future of real estate
The real estate industry is in the midst of a seismic shift, and the future belongs to those who break new ground. As one of the fastest-growing companies in the proptech and marketing sectors, Luxury Presence challenges the status quo of what technology can do for real estate agents, leaders, and brokerages. We're a team of agile and tenacious innovators working collaboratively to drive the industry forward. Together, we build game-changing products that empower modern real estate entrepreneurs to dominate their markets. From award-winning web design to agile SEO solutions to cutting-edge AI tools, we deliver tech that anticipates market shifts and keeps our clients ahead of their competition. Founded in 2016 by Stanford Business School alum Malte Kramer, Luxury Presence has grown to a global team ranked on the Inc. 5000 fastest-growing companies list three years in a row. We're backed by world-class investors, including Bessemer Venture Partners, NextEquity Partners, Toba Capital, and Switch Ventures, and have raised $89 million to date. More than 18,000 real estate businesses rely on our platform, including 30% of the Wall Street Journal RealTrends top agents and teams. Additionally, many of the industry's most powerful brokerages rely on Luxury Presence as a trusted business partner. Every year since 2020, Luxury Presence has ranked on BuiltIn's Best Place to Work lists. HousingWire named our founder and CEO a 2024 Tech Trendsetter, we've received several Tech100 Awards, and we just scored an Inman Innovation Award for Best AI-Powered Platform.
COMPENSATION
- $70-80K base (DOE) plus bonus. This role is a hybrid setup in Scottsdale, AZ, or Austin, TX.
Luxury Presence is an Equal Opportunity Employer.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
Recruitment Notice: Luxury Presence employees will only contact candidates from an @luxurypresence.com email address. We may work with trusted recruiting partners who will contact you from their company's email domain. If you have questions about the authenticity of a recruiting communication, please contact recruitingops@luxurypresence.com. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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Get Access To All JobsTips for Finding Luxury Presence Visa Sponsorship Jobs USA
Target roles aligned with Green Card sponsorship
Luxury Presence's sponsorship history skews toward permanent residence pathways like EB-2 and EB-3. Focus your applications on engineering, product, and technical roles where employers are most likely to invest in long-term immigration support.
Understand the visa types they actively support
Luxury Presence sponsors EB-2, EB-3, F-1 OPT, F-1 CPT, and TN visas. If you're on OPT or CPT, you're a realistic candidate. Emphasize your authorization timeline in your application so recruiters can plan accordingly.
Lead with your long-term value in interviews
Companies sponsoring Green Cards are investing significantly in a candidate's future. Demonstrate clear career trajectory within Luxury Presence's product and technology teams to show you're worth that multi-year commitment.
Use Migrate Mate to find verified sponsorship roles
Not every job posting discloses sponsorship availability upfront. Migrate Mate surfaces verified sponsors so you can filter by real sponsorship history, making it easier to identify Luxury Presence openings that align with your visa situation.
Align your background with real estate technology needs
Luxury Presence operates at the intersection of software and luxury real estate. Candidates with experience in SaaS platforms, CRM tools, or digital marketing technology will resonate most strongly with their hiring teams.
Start outreach early if you're approaching OPT expiration
Green Card sponsorship timelines are long. If your F-1 OPT window is running short, prioritize companies like Luxury Presence that support EB-2 and EB-3 pathways, and initiate conversations well before your authorization deadline.
Frequently Asked Questions
Does Luxury Presence sponsor H-1B visas?
Based on available sponsorship records, Luxury Presence does not have a documented history of H-1B visa sponsorship. The company's sponsorship activity centers on Green Card pathways, specifically EB-2 and EB-3, as well as F-1 OPT, F-1 CPT, and TN visas. If H-1B visa sponsorship is a requirement for your situation, it's worth asking directly during the recruiting process.
Which visa types does Luxury Presence sponsor?
Luxury Presence sponsors EB-2 and EB-3 Green Cards, F-1 OPT, F-1 CPT, and TN visas. This mix suggests the company is open to supporting both early-career international hires on student work authorization and longer-term permanent residence pathways for qualified candidates in technical roles.
Which departments or roles at Luxury Presence are most likely to receive visa sponsorship?
Given that Luxury Presence is a technology and software company, sponsorship activity is most likely concentrated in engineering, software development, and product roles. These positions tend to require specialized skills that justify the investment in EB-2 or EB-3 sponsorship, and are typically where tech companies allocate their immigration resources.
How do I find open roles at Luxury Presence that offer visa sponsorship?
The most reliable approach is to use Migrate Mate, which aggregates job listings from verified visa sponsors and allows you to filter by company, visa type, and sponsorship history. This saves time compared to manually screening job postings that rarely disclose sponsorship availability. Once you identify a relevant opening, confirm sponsorship eligibility directly with the recruiter early in the process.
How do I approach the application process at Luxury Presence as an international candidate?
Be transparent about your visa status from the start. Since Luxury Presence supports OPT, CPT, and Green Card sponsorship, recruiters familiar with these pathways are generally receptive. Clearly communicate your current authorization, your timeline, and any upcoming expiration dates. For Green Card sponsorship, be prepared for a longer hiring conversation, employers want confidence in a candidate before committing to a multi-year sponsorship process.