CPT Executive Talent Acquisition Manager Jobs
Executive Talent Acquisition Manager roles blend strategic workforce planning with hands-on recruiting operations, making them a strong CPT fit for HR, organizational behavior, or business graduate programs. Your DSO must authorize CPT before your start date, and the work must directly integrate with your degree curriculum.
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Get Access To All JobsINTRODUCTION
We are looking for a Recruiting and Internship Program Lead to manage two key areas: hiring great employees and building a strong internship program. In this role, you will manage the recruiting process from start to finish and help build an internship program that provides students with a great experience while creating a strong pipeline for future hires. You will work closely with hiring managers and leaders and represent our company to candidates and students.
ROLE AND RESPONSIBILITIES
Recruiting and New Hire Support
- Manage full-cycle recruiting across multiple departments, from intake and sourcing through screening, interviews, offers, and onboarding handoff.
- Partner with hiring managers to define role requirements, align on candidate profiles, and provide updates throughout the hiring process.
- Build candidate pipelines through LinkedIn, Oracle ATS, employee referrals, events, and direct outreach.
- Conduct candidate screenings to assess qualifications, interest, compensation expectations, and alignment with the role.
- Coordinate interviews, gather feedback, communicate next steps, and maintain a positive candidate experience.
- Prepare and route offer details for approval, extend offers, and maintain accurate records in the applicant tracking system.
- Work closely with the HR Operations team to onboard new hires, coordinating start dates, required documentation, first-day details, and handoffs to IT and Facilities.
- Partner with IT and Facilities to prepare workspaces and equipment before new hires’ start dates.
Internship Program
- Manage the internship program end-to-end recruiting, onboarding, extensions or full-time conversions, and offboarding.
- Partner with hiring managers to define intern roles, develop meaningful work plans, and set goals and expectations.
- Coordinate intern onboarding with HR Operations, IT, Facilities, and hiring teams across locations.
- Plan and execute learning sessions, leadership discussions, social events, networking opportunities, and other program activities.
- Manage program calendars, invitations, communications, event materials, and logistics.
- Coordinate manager check-ins, midpoint feedback, final reviews, and intern presentations.
- Create and distribute feedback forms for program events and key internship milestones.
- Track participation, intern satisfaction, offer acceptance, and conversion outcomes; use feedback and data to improve future cohorts.
BASIC QUALIFICATIONS
- 3–5 years of recruiting experience, including full-cycle recruiting.
- Experience partnering with hiring managers and managing multiple searches at once.
- Strong organizational and project management skills, with the ability to manage recruiting, program, and event deadlines.
- Strong written and verbal communication skills and the ability to build relationships with candidates, managers, and cross-functional partners.
- Experience using an applicant tracking system and maintaining accurate recruiting records.
- Ability to identify opportunities for improvement, take ownership of projects, and deliver changes.
PREFERRED QUALIFICATIONS
- Experience coordinating an internship or early-career program.
- Experience using LinkedIn, Handshake, and Oracle Recruiting Cloud, or comparable platforms.
- Experience using Canva or a similar design tool to create communications materials.
- Experience planning events, collecting feedback, and using data to improve programs.
- Experience developing recruiting, onboarding, or employer-brand materials.
COMPENSATION
For roles that are based at our headquarters in Milpitas, CA: The starting base pay for this position is as shown below. The actual base pay is dependent upon a variety of job-related factors such as professional background, training, work experience, location, business needs and market demand. Therefore, in some circumstances, the actual salary could fall outside of this expected range. This pay range is subject to change and may be modified in the future.
- Annual Salary Range: $100,000—$120,000 USD
INTRODUCTION
We are looking for a Recruiting and Internship Program Lead to manage two key areas: hiring great employees and building a strong internship program. In this role, you will manage the recruiting process from start to finish and help build an internship program that provides students with a great experience while creating a strong pipeline for future hires. You will work closely with hiring managers and leaders and represent our company to candidates and students.
ROLE AND RESPONSIBILITIES
Recruiting and New Hire Support
- Manage full-cycle recruiting across multiple departments, from intake and sourcing through screening, interviews, offers, and onboarding handoff.
- Partner with hiring managers to define role requirements, align on candidate profiles, and provide updates throughout the hiring process.
- Build candidate pipelines through LinkedIn, Oracle ATS, employee referrals, events, and direct outreach.
- Conduct candidate screenings to assess qualifications, interest, compensation expectations, and alignment with the role.
- Coordinate interviews, gather feedback, communicate next steps, and maintain a positive candidate experience.
- Prepare and route offer details for approval, extend offers, and maintain accurate records in the applicant tracking system.
- Work closely with the HR Operations team to onboard new hires, coordinating start dates, required documentation, first-day details, and handoffs to IT and Facilities.
- Partner with IT and Facilities to prepare workspaces and equipment before new hires’ start dates.
Internship Program
- Manage the internship program end-to-end recruiting, onboarding, extensions or full-time conversions, and offboarding.
- Partner with hiring managers to define intern roles, develop meaningful work plans, and set goals and expectations.
- Coordinate intern onboarding with HR Operations, IT, Facilities, and hiring teams across locations.
- Plan and execute learning sessions, leadership discussions, social events, networking opportunities, and other program activities.
- Manage program calendars, invitations, communications, event materials, and logistics.
- Coordinate manager check-ins, midpoint feedback, final reviews, and intern presentations.
- Create and distribute feedback forms for program events and key internship milestones.
- Track participation, intern satisfaction, offer acceptance, and conversion outcomes; use feedback and data to improve future cohorts.
BASIC QUALIFICATIONS
- 3–5 years of recruiting experience, including full-cycle recruiting.
- Experience partnering with hiring managers and managing multiple searches at once.
- Strong organizational and project management skills, with the ability to manage recruiting, program, and event deadlines.
- Strong written and verbal communication skills and the ability to build relationships with candidates, managers, and cross-functional partners.
- Experience using an applicant tracking system and maintaining accurate recruiting records.
- Ability to identify opportunities for improvement, take ownership of projects, and deliver changes.
PREFERRED QUALIFICATIONS
- Experience coordinating an internship or early-career program.
- Experience using LinkedIn, Handshake, and Oracle Recruiting Cloud, or comparable platforms.
- Experience using Canva or a similar design tool to create communications materials.
- Experience planning events, collecting feedback, and using data to improve programs.
- Experience developing recruiting, onboarding, or employer-brand materials.
COMPENSATION
For roles that are based at our headquarters in Milpitas, CA: The starting base pay for this position is as shown below. The actual base pay is dependent upon a variety of job-related factors such as professional background, training, work experience, location, business needs and market demand. Therefore, in some circumstances, the actual salary could fall outside of this expected range. This pay range is subject to change and may be modified in the future.
- Annual Salary Range: $100,000—$120,000 USD
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Get Access To All JobsExecutive Talent Acquisition Manager CPT: Frequently Asked Questions
Does an Executive Talent Acquisition Manager role qualify for CPT?
Yes, if your degree program includes HR strategy, organizational behavior, or workforce planning coursework. CPT requires the position to be an integral part of your curriculum, so your DSO will evaluate whether the specific duties, such as executive search, headcount planning, and recruiter management, map directly to your program's learning outcomes. Generic administrative recruiting tasks that don't tie to your coursework won't qualify.
Can I do CPT part-time in this role while finishing my degree?
Part-time CPT, defined as 20 hours per week or fewer, is available while you're enrolled and doesn't affect your OPT eligibility. Full-time CPT, over 20 hours per week, used for 12 months or more eliminates your OPT entirely. Executive Talent Acquisition Manager roles often involve project-based sprints around hiring cycles, so confirm with your DSO that the weekly hour commitment is documented accurately on your CPT authorization.
What documents do I need before starting a CPT job in talent acquisition?
You need an updated I-20 with the CPT authorization endorsed by your DSO before your first day of work. The endorsement must list the employer name, work location, start and end dates, and part-time or full-time status. You'll also complete Form I-9 on your first day; your CPT-endorsed I-20 paired with your F-1 visa or other acceptable List A document satisfies the work-authorization requirement for your employer.
How do I find Executive Talent Acquisition Manager roles that are open to CPT students?
Many employers in executive search, HR consulting, and large corporate HR functions hire CPT students for rotational or project-based roles. Migrate Mate surfaces positions from employers with active sponsorship history, which is a practical signal that a company understands work-authorization workflows. Targeting mid-to-large firms with dedicated talent acquisition departments increases your odds of finding a structured CPT opportunity with clear curriculum alignment.
Does CPT experience in talent acquisition help with future H-1B sponsorship?
CPT itself doesn't create an H-1B visa sponsorship obligation, but employers who hire CPT students in executive HR roles often already understand the sponsorship process. The specialty occupation standard for talent acquisition management roles typically rests on a bachelor's degree requirement in HR, business, or a related field. Checking an employer's Labor Condition Application filing history through DOL records before accepting an offer gives you a factual basis for assessing their sponsorship track record.