E-3 Visa Acquisition Specialist Jobs
Acquisition Specialist roles in procurement, contracting, and supply chain management qualify as E-3 specialty occupations when tied to a relevant bachelor's degree. Australian professionals can secure E-3 visa sponsorship without competing in the H-1B lottery, making U.S. federal contractors and defense firms accessible employers for qualified candidates.
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Get Access To All JobsJob no: 556977
Work type: Staff
Location: Stanislaus - Turlock
Categories: Confidential, Administrative, Probationary, On-site (work in-person at business location)
Position Summary
Classified as: Confidential Administrative Support, PSL I
Full-time position available on or after June 1, 2026 for Human Resources.
Under the general supervision of the Manager of Employment & Talent Acquisition, this position provides comprehensive program support for the Office of Human Resources with a primary focus on talent acquisition, employment, and onboarding for non-faculty roles—including staff, student employees, special consultants, emergency hires, and management personnel. The incumbent is responsible for administering and coordinating recruitment and employment-related activities in accordance with established CSU policies, collective bargaining agreements, employment laws and regulations, and best practices. This role involves performing confidential work in support of management’s position in collective bargaining and meet-and-confer processes. Additionally, the position serves as a resource to administrators, hiring managers, and staff by offering guidance on employment practices, recruitment strategies, and onboarding procedures. The incumbent also contributes to ongoing process improvements, compliance initiatives, and outreach efforts to support the university’s employment objectives.
Job Duties
Duties include but are not limited to:
- Administer end-to-end recruitment and selection processes for staff and student employee positions.
- Advise hiring authorities and staff on recruitment policies, legal requirements, and best practices.
- Coordinate and consult on recruitment strategies, advertising, outreach, screening criteria, interview questions, and selection procedures to ensure equity and compliance.
- Review employment requisitions, screen applicants, and verify eligibility in accordance with campus policies and collective bargaining agreements.
- Ensure selection processes are job-related, equitable, and legally compliant.
- Provide guidance on hiring decisions, internal candidate non-selection, and appointment procedures.
- Collaborate with the Classification & Compensation team on salary placements and management compensation requests.
- Prepare employment offer letters and ensure timely and accurate data entry into CHRS/PeopleSoft.
- Maintain recruitment forms, guidelines, and website content; recommend and implement process improvements.
- Represent the university at hiring and outreach events; conduct research on effective outreach methods.
- Coordinate emergency temporary hiring, including candidate sourcing, selection consultation, classification placement, and onboarding.
- Advise management on guidelines, compliance, and contract limitations for emergency hires and casual workers.
- Input new hire and employment transaction data into CHRS (PeopleSoft), verify accuracy, and resolve discrepancies.
- Monitor temporary employment and advise management on employment extensions; process reappointment requests.
- Distribute appointment letters and employment documentation.
- Track, route, and follow up on staff/management/student employment requests and related documentation.
- Review various employment transaction requests, advise management according to collective bargaining agreements, employment regulations, and best practices; process approved employment transactions.
- Track appointments for expiration, support reappointments or separations, and recommend process enhancements.
- Monitor work authorization for non-resident alien employees and advise on updates or renewals.
- Support the onboarding process for all employee categories, including new hire orientation and documentation.
- Process special consultant requisitions, onboarding, and compensation.
- Advise departments on consultant employment practices and manage payroll documentation, including immediate pay and PPT forms.
- Other duties as assigned.
Minimum Qualifications
Education: Full-time equivalence of two years directly related work experience, which has provided exposure to administrative personnel procedures in areas such as recruitment, selection, appointment, and onboarding; HR database administrative support; HR office administration, general employment/payroll related transactions, etc.
Experience: Bachelor’s degree in business, public administration, human resources, or a related field. (Related vocational training and/or additional related work experience may be substituted on a year-for-year basis.)
Preferred Qualifications
- Full-time equivalence of two years or more of general office experience
- One year of closely or directly related experience in a Human Resources office or performing related HR functions.
- Demonstrated working knowledge of federal and state employment laws and regulations.
- Related HR experience in a public sector, higher education environment, or in the California State University system.
- Demonstrated working knowledge of CSU collective bargaining agreements, policies, and practices.
- HR certification (PHR, GPHR, HRBP, etc.)
- Experience planning, developing, and administering full cycle recruitment and selection process activities.
Knowledge, Skills, Abilities
- Strong ability to plan, organize, prioritize, and manage multiple tasks and deadlines simultaneously.
- Demonstrated skill in analyzing problems, identifying solutions, making logical recommendations, and carrying them through to implementation.
- Ability to anticipate issues from a broad perspective and apply sound judgment.
- Working knowledge of HR principles, laws, rules, policies, collective bargaining agreements, and administrative procedures relevant to employment practices.
- Ability to interpret and apply a wide variety of employment-related regulations and agreements, including identifying deviations and ensuring compliance.
- Excellent written and verbal communication skills, including the ability to compose clear, concise, and grammatically correct correspondence and reports.
- Proven ability to build and maintain positive, collaborative working relationships with internal and external stakeholders using sound customer service practices.
- Ability to handle sensitive and confidential information with discretion, diplomacy, and professionalism and maintain strict confidentiality in all personnel matters.
- Demonstrated proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint, Teams), HRIS systems (e.g., PeopleSoft), applicant tracking systems (e.g., PageUp), and electronic communication tools.
- Ability to work independently, exercise initiative and sound independent judgment within the scope of responsibilities.
- Demonstrated flexibility, adaptability, and responsiveness in a fast-paced, high-pressure environment with frequent interruptions and changing priorities.
- Strong attention to detail with the ability to identify, trace, and correct errors.
- Skilled in following verbal and written instructions accurately and maintaining high levels of accuracy in data entry, documentation, and reporting.
- Ability to use logic and reasoning to assess complex or confidential issues and develop practical solutions within established guidelines.
- Competency in basic business math and statistical techniques.
- Demonstrated collaborative, team-oriented approach to assignments, with the ability to contribute effectively to group efforts and support department goals.
Physical Requirements
The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Salary Range
Anticipated starting salary will be $4,261 – $4,687 per month plus excellent paid benefits. Salary will depend on the qualifications of the successful finalist.
Compensation & Benefits
Commensurate with qualifications and experience. As a member of the 23-campus CSU System, we offer an extremely competitive benefits package that includes, but is not limited to, outstanding vacation, health, dental, and vision plans; a fee waiver education program; membership in the California Public Employees Retirement System (PERS); and 15 paid holidays a year. CSU Employee Benefit Summary
How to Apply
To be considered, qualified candidates must submit a completed Stanislaus State online employment application, cover letter, and resumé. Applications are accepted electronically only. Please note that failure to completely fill out each section of the online application may result in your application not receiving consideration. To apply online, please click the “” button on this page.
Application Deadline
May 4, 2026
Background Clearance Notice
Satisfactory completion of a background check (which includes checks of employment records, education records, criminal records, civil records; and may include motor vehicle records, professional licenses, and sex offender registries, as position requires) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position.
Education Code 89521 Requirements: Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended. Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.
Additional Information
Campus & Area
California State University, Stanislaus serves the San Joaquin Valley and is a critical educational resource for a six-county region of approximately 1.5 million people. The University is fully committed to creating a culture of diversity and inclusion – one in which every person in the University community feels safe to express their views without fear of reprisal. Widely recognized for its quality academic programs, the University has 10 nationally accredited programs and 662 faculty members. 94 percent of full-time faculty holds doctorates or terminal degrees in their fields. The University offers 43 undergraduate majors, 16 master's programs, 7 post-graduate credentials, a doctorate in education and serves more than 10,000 students. New instructional facilities have been built for the unique pedagogy of professional programs, laboratory sciences and performing arts.
Stanislaus State continues to receive national recognition with its ranking as one of the best 384 colleges in the nation by The Princeton Review. The University was one of 12 public universities in the nation to be recognized by the American Association of State Colleges and Universities for demonstrating exceptional performance in retention and graduation rates. In addition, U.S. News and World Report ranks Stanislaus State in its top 10 among public universities in the West, while Washington Monthly honored Stanislaus State as the West’s No. 1 university for the money. Stanislaus State also is recognized as a Hispanic-Serving Institution (HSI) by the U.S. Department of Education.
Clery Act Disclosure
Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the annual security report (ASR), is now available for viewing at https://www.csustan.edu/annual-campus-security-report. The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and sexual assault prevention information, and drug and alcohol prevention programming. The ASR also contains statistics of Clery Act crimes for Stanislaus State for the previous three years. A paper copy of the ASR is available upon request by contacting the office of the Clery Director located at One University Circle, Turlock, CA 95382.
Equal Employment Opportunity
The university is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, national origin, sex, sexual orientation, covered veteran status, or any other protected status. All qualified individuals are encouraged to apply. The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083, revised 7/21/17, as a condition of employment.
Applicants requiring necessary accommodations to the application process may contact the Human Resources Department at (209) 667-3351. California Relay Service is available at (800) 735-2922 voice and (800) 735-2929 TDD. As a federal contractor, we are committed to attracting a diverse applicant pool. Please consider completing the Voluntary Self-Identification of Disability form (your response will not be shared with the search committee) at: Voluntary Self-Identification of Disability PDF Form.
CSU Stanislaus hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
The CSU is a state entity whose business operations reside within the State of California. The CSU prohibits hiring employees to perform CSU-related work outside California.
The individuals who appear to be the best qualified for this position will be contacted by telephone or email for an interview.
INFORMATION CONTAINED IN THIS ANNOUNCEMENT MAY BE SUBJECT TO CHANGE WITHOUT NOTICE
Advertised: Apr 17 2026 Pacific Daylight Time
Applications close: May 04 2026 Pacific Daylight Time
Job no: 556977
Work type: Staff
Location: Stanislaus - Turlock
Categories: Confidential, Administrative, Probationary, On-site (work in-person at business location)
Position Summary
Classified as: Confidential Administrative Support, PSL I
Full-time position available on or after June 1, 2026 for Human Resources.
Under the general supervision of the Manager of Employment & Talent Acquisition, this position provides comprehensive program support for the Office of Human Resources with a primary focus on talent acquisition, employment, and onboarding for non-faculty roles—including staff, student employees, special consultants, emergency hires, and management personnel. The incumbent is responsible for administering and coordinating recruitment and employment-related activities in accordance with established CSU policies, collective bargaining agreements, employment laws and regulations, and best practices. This role involves performing confidential work in support of management’s position in collective bargaining and meet-and-confer processes. Additionally, the position serves as a resource to administrators, hiring managers, and staff by offering guidance on employment practices, recruitment strategies, and onboarding procedures. The incumbent also contributes to ongoing process improvements, compliance initiatives, and outreach efforts to support the university’s employment objectives.
Job Duties
Duties include but are not limited to:
- Administer end-to-end recruitment and selection processes for staff and student employee positions.
- Advise hiring authorities and staff on recruitment policies, legal requirements, and best practices.
- Coordinate and consult on recruitment strategies, advertising, outreach, screening criteria, interview questions, and selection procedures to ensure equity and compliance.
- Review employment requisitions, screen applicants, and verify eligibility in accordance with campus policies and collective bargaining agreements.
- Ensure selection processes are job-related, equitable, and legally compliant.
- Provide guidance on hiring decisions, internal candidate non-selection, and appointment procedures.
- Collaborate with the Classification & Compensation team on salary placements and management compensation requests.
- Prepare employment offer letters and ensure timely and accurate data entry into CHRS/PeopleSoft.
- Maintain recruitment forms, guidelines, and website content; recommend and implement process improvements.
- Represent the university at hiring and outreach events; conduct research on effective outreach methods.
- Coordinate emergency temporary hiring, including candidate sourcing, selection consultation, classification placement, and onboarding.
- Advise management on guidelines, compliance, and contract limitations for emergency hires and casual workers.
- Input new hire and employment transaction data into CHRS (PeopleSoft), verify accuracy, and resolve discrepancies.
- Monitor temporary employment and advise management on employment extensions; process reappointment requests.
- Distribute appointment letters and employment documentation.
- Track, route, and follow up on staff/management/student employment requests and related documentation.
- Review various employment transaction requests, advise management according to collective bargaining agreements, employment regulations, and best practices; process approved employment transactions.
- Track appointments for expiration, support reappointments or separations, and recommend process enhancements.
- Monitor work authorization for non-resident alien employees and advise on updates or renewals.
- Support the onboarding process for all employee categories, including new hire orientation and documentation.
- Process special consultant requisitions, onboarding, and compensation.
- Advise departments on consultant employment practices and manage payroll documentation, including immediate pay and PPT forms.
- Other duties as assigned.
Minimum Qualifications
Education: Full-time equivalence of two years directly related work experience, which has provided exposure to administrative personnel procedures in areas such as recruitment, selection, appointment, and onboarding; HR database administrative support; HR office administration, general employment/payroll related transactions, etc.
Experience: Bachelor’s degree in business, public administration, human resources, or a related field. (Related vocational training and/or additional related work experience may be substituted on a year-for-year basis.)
Preferred Qualifications
- Full-time equivalence of two years or more of general office experience
- One year of closely or directly related experience in a Human Resources office or performing related HR functions.
- Demonstrated working knowledge of federal and state employment laws and regulations.
- Related HR experience in a public sector, higher education environment, or in the California State University system.
- Demonstrated working knowledge of CSU collective bargaining agreements, policies, and practices.
- HR certification (PHR, GPHR, HRBP, etc.)
- Experience planning, developing, and administering full cycle recruitment and selection process activities.
Knowledge, Skills, Abilities
- Strong ability to plan, organize, prioritize, and manage multiple tasks and deadlines simultaneously.
- Demonstrated skill in analyzing problems, identifying solutions, making logical recommendations, and carrying them through to implementation.
- Ability to anticipate issues from a broad perspective and apply sound judgment.
- Working knowledge of HR principles, laws, rules, policies, collective bargaining agreements, and administrative procedures relevant to employment practices.
- Ability to interpret and apply a wide variety of employment-related regulations and agreements, including identifying deviations and ensuring compliance.
- Excellent written and verbal communication skills, including the ability to compose clear, concise, and grammatically correct correspondence and reports.
- Proven ability to build and maintain positive, collaborative working relationships with internal and external stakeholders using sound customer service practices.
- Ability to handle sensitive and confidential information with discretion, diplomacy, and professionalism and maintain strict confidentiality in all personnel matters.
- Demonstrated proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint, Teams), HRIS systems (e.g., PeopleSoft), applicant tracking systems (e.g., PageUp), and electronic communication tools.
- Ability to work independently, exercise initiative and sound independent judgment within the scope of responsibilities.
- Demonstrated flexibility, adaptability, and responsiveness in a fast-paced, high-pressure environment with frequent interruptions and changing priorities.
- Strong attention to detail with the ability to identify, trace, and correct errors.
- Skilled in following verbal and written instructions accurately and maintaining high levels of accuracy in data entry, documentation, and reporting.
- Ability to use logic and reasoning to assess complex or confidential issues and develop practical solutions within established guidelines.
- Competency in basic business math and statistical techniques.
- Demonstrated collaborative, team-oriented approach to assignments, with the ability to contribute effectively to group efforts and support department goals.
Physical Requirements
The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Salary Range
Anticipated starting salary will be $4,261 – $4,687 per month plus excellent paid benefits. Salary will depend on the qualifications of the successful finalist.
Compensation & Benefits
Commensurate with qualifications and experience. As a member of the 23-campus CSU System, we offer an extremely competitive benefits package that includes, but is not limited to, outstanding vacation, health, dental, and vision plans; a fee waiver education program; membership in the California Public Employees Retirement System (PERS); and 15 paid holidays a year. CSU Employee Benefit Summary
How to Apply
To be considered, qualified candidates must submit a completed Stanislaus State online employment application, cover letter, and resumé. Applications are accepted electronically only. Please note that failure to completely fill out each section of the online application may result in your application not receiving consideration. To apply online, please click the “” button on this page.
Application Deadline
May 4, 2026
Background Clearance Notice
Satisfactory completion of a background check (which includes checks of employment records, education records, criminal records, civil records; and may include motor vehicle records, professional licenses, and sex offender registries, as position requires) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position.
Education Code 89521 Requirements: Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended. Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.
Additional Information
Campus & Area
California State University, Stanislaus serves the San Joaquin Valley and is a critical educational resource for a six-county region of approximately 1.5 million people. The University is fully committed to creating a culture of diversity and inclusion – one in which every person in the University community feels safe to express their views without fear of reprisal. Widely recognized for its quality academic programs, the University has 10 nationally accredited programs and 662 faculty members. 94 percent of full-time faculty holds doctorates or terminal degrees in their fields. The University offers 43 undergraduate majors, 16 master's programs, 7 post-graduate credentials, a doctorate in education and serves more than 10,000 students. New instructional facilities have been built for the unique pedagogy of professional programs, laboratory sciences and performing arts.
Stanislaus State continues to receive national recognition with its ranking as one of the best 384 colleges in the nation by The Princeton Review. The University was one of 12 public universities in the nation to be recognized by the American Association of State Colleges and Universities for demonstrating exceptional performance in retention and graduation rates. In addition, U.S. News and World Report ranks Stanislaus State in its top 10 among public universities in the West, while Washington Monthly honored Stanislaus State as the West’s No. 1 university for the money. Stanislaus State also is recognized as a Hispanic-Serving Institution (HSI) by the U.S. Department of Education.
Clery Act Disclosure
Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the annual security report (ASR), is now available for viewing at https://www.csustan.edu/annual-campus-security-report. The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and sexual assault prevention information, and drug and alcohol prevention programming. The ASR also contains statistics of Clery Act crimes for Stanislaus State for the previous three years. A paper copy of the ASR is available upon request by contacting the office of the Clery Director located at One University Circle, Turlock, CA 95382.
Equal Employment Opportunity
The university is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, national origin, sex, sexual orientation, covered veteran status, or any other protected status. All qualified individuals are encouraged to apply. The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083, revised 7/21/17, as a condition of employment.
Applicants requiring necessary accommodations to the application process may contact the Human Resources Department at (209) 667-3351. California Relay Service is available at (800) 735-2922 voice and (800) 735-2929 TDD. As a federal contractor, we are committed to attracting a diverse applicant pool. Please consider completing the Voluntary Self-Identification of Disability form (your response will not be shared with the search committee) at: Voluntary Self-Identification of Disability PDF Form.
CSU Stanislaus hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
The CSU is a state entity whose business operations reside within the State of California. The CSU prohibits hiring employees to perform CSU-related work outside California.
The individuals who appear to be the best qualified for this position will be contacted by telephone or email for an interview.
INFORMATION CONTAINED IN THIS ANNOUNCEMENT MAY BE SUBJECT TO CHANGE WITHOUT NOTICE
Advertised: Apr 17 2026 Pacific Daylight Time
Applications close: May 04 2026 Pacific Daylight Time
See all 55+ Acquisition Specialist jobs
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Get Access To All JobsTips for Finding E-3 Visa Sponsorship as an Acquisition Specialist
Frame your Australian credentials for U.S. procurement roles
A three-year Australian bachelor's degree in business, supply chain, or a related field is generally accepted as equivalent to a U.S. four-year degree for E-3 purposes. Get a credential evaluation before your job search to avoid delays at the offer stage.
Target federal contractors with active LCA filing history
Defense and government contractors regularly hire Acquisition Specialists and are accustomed to DOL Labor Condition Application requirements. Search DOL's public LCA disclosure data to confirm a company has filed for similar roles before approaching them.
Search for E-3 sponsorship roles on Migrate Mate
Migrate Mate filters job listings by visa sponsorship type, so you can find Acquisition Specialist roles where employers already understand E-3 requirements. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork once you receive an offer.
Clarify specialty occupation standing before accepting offers
An Acquisition Specialist role must require a bachelor's degree in a specific field to qualify as a specialty occupation. Roles listed as requiring any degree or no degree at all will not support an E-3 petition, so confirm the job description specifies your field before you sign.
Ask employers to file the LCA before your start date
The employer must obtain a certified LCA from DOL before you can apply at the consulate. LCA certification typically takes seven business days, so build that window into your start date negotiation to avoid last-minute delays at your Sydney, Melbourne, or Perth interview.
Renew your E-3 before switching acquisition roles
If you move to a new employer or a materially different role, your current E-3 doesn't transfer. The new employer must file a fresh LCA and you'll need a new visa stamp, so initiate the process well before your existing status expires.
Acquisition Specialist jobs are hiring across the US. Find yours.
Find Acquisition Specialist JobsAcquisition Specialist E-3 Visa: Frequently Asked Questions
How do I find Acquisition Specialist jobs with E-3 visa sponsorship?
Migrate Mate is the recommended starting point. It surfaces Acquisition Specialist listings from employers who are open to E-3 sponsorship, which saves you from approaching companies unfamiliar with the visa. Filtering by sponsorship type upfront means you're only applying where your Australian citizenship is an asset, not an obstacle.
How much does it cost to get an E-3 visa?
Migrate Mate's E-3 filing service covers the entire process for $499, including the Labor Condition Application, visa document preparation, and consulate appointment guidance. Traditional immigration lawyers charge $2,000–$5,000+ for the same work. The E-3 has less paperwork than most work visas, so paying thousands for legal help is usually unnecessary.
Does an Acquisition Specialist role qualify as a specialty occupation for the E-3?
Yes, provided the position requires a bachelor's degree in a specific field such as business administration, supply chain management, contract management, or a related discipline. Roles in federal contracting and procurement consistently meet this standard. Roles that accept any degree or list a degree as preferred rather than required can create complications at the consulate.
How does the E-3 compare to the H-1B for Acquisition Specialist positions?
The E-3 is significantly more practical for Australians in this field. There's no lottery, no annual cap backlog to wait through, and the employer files a DOL LCA rather than a USCIS petition, which is faster and less expensive. H-1B availability depends on random selection, while a qualified E-3 applicant with a job offer can typically proceed directly to a consulate interview.
Can I work for a U.S. federal government contractor on an E-3 visa?
Yes. Federal contractors are among the most common sponsors for Acquisition Specialist roles because procurement and contracting expertise is in demand across defense, aerospace, and logistics programs. The E-3 has no restriction on working for government contractors, though roles requiring a security clearance may have separate eligibility requirements that aren't visa-related.
See which Acquisition Specialist employers are hiring and sponsoring visas right now.
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