E-3 Visa Director Head Of Jobs
Director and Head of roles qualify as E-3 specialty occupations when the position requires a relevant bachelor's degree or higher. Australian professionals can secure E-3 visa sponsorship for these leadership roles without competing in the H-1B lottery, and the visa renews indefinitely as long as you hold a qualifying offer.
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Get Access To All JobsINTRODUCTION
Brand Intelligence at Code and Theory sits at the intersection of discovery, understanding, and business impact. The practice translates research, data, and cultural signal into the strategic calls clients act on.
You’ll lead the team and shape the practice's evolution. The operating infrastructure is in place; your mandate is to deepen the rigor, push the methods, and embed intelligence as a strategic asset, not just a research function, inside the agency and across client work.
You’ll be the senior voice for behavioral and cultural intelligence inside C&T and in front of clients. You’ll make the case for what depth, structured method, and AI-augmented research actually do for strategy, positioning, and business outcomes. This requires leadership weight, deep expertise, and the ability to move intelligence from informational to actionable.
WHAT YOU’LL DO
-
Lead and develop the team. A strong team of researchers and analysts is in place. Grow their capabilities, develop their careers, and hire for strategic gaps. Set the standard for rigor in discovery, synthesis, and recommendation. Create conditions for breakthrough work.
-
Drive discovery forward. Shape how the practice uncovers human truth. Push methods beyond validation into real discovery. Behavioral research designed for insight, not confirmation. Prototype approaches that capture behavior in context: journey moments, in-platform, real-world environments. Leverage AI to enable qualitative depth at scale. Partner across the agency to test and scale what works.
-
Translate signals into strategy. Own the interpretive layer between data and decision. Use AI-assisted synthesis to identify patterns, tensions, and contradictions across studies and contexts. Connect behavior (what people do) with culture (what it means) and situation (why it changes). Frame findings as strategic implications clients can act on.
-
Activate insight at scale. Make sure intelligence shapes decisions, not just informs them. Advise clients at the senior table on positioning, audience strategy, brand performance, and growth decisions. Translate research and analytics into commercial moves. Build the tools, dashboards, and frameworks that make insight usable and living, not static reports.
-
Embed intelligence across the agency. Connect the work to strategy, creative, CX, and engineering teams. Make sure behavioral and cultural insight gets to the front of the brief. Build the relationships and systems that put intelligence at the center of how C&T thinks and builds for clients.
-
Lead externally. Keynotes, bylines, conference moments, original POV. Build the public voice of a practice positioned to lead the market in differentiated behavioral and cultural intelligence.
-
Extensive years of experience building strategy and intelligence work at senior levels. You've led teams, shaped practices, and translated research into business outcomes. You bring leadership weight and credibility to a complex, cross-functional role.
-
Strategic thinking grounded in human insight. You understand how people decide and behave, and you know how to turn that into strategy that moves business. You've built expertise across research, data, and cultural signal, whether as a strategist who learned research or a researcher who learned strategy. You don't pick a side; you integrate them into coherent recommendations.
-
Behavioral and cultural grounding. Academic or applied: behavioral economics, psychology, sociology, anthropology, semiotics, cultural studies. You read culture structurally, not as trend-spotting. You understand why people behave as they do, not just what they do.
-
Structured method and strategic thinking. You bring clarity to ambiguous problems. You frame hypotheses, design research to test them, and translate findings into strategic recommendations clients can act on.
-
AI-fluency in research. Demonstrable experience developing AI-enabled workflows that accelerate analysis, enable new methods, or deepen synthesis. You see AI as a tool for depth, not replacement for rigor. If you're earlier in that journey, you can show real experiments and a clear point of view on where it goes.
-
C-suite credibility. You hold your own with CEOs, CMOs, and CFOs. You speak the language of business impact, not just research. You frame intelligence in terms of decisions and outcomes.
-
Cross-functional leadership. You've worked across strategy, creative, CX, and tech teams. You've made intelligence shape decisions inside complex organizations, not just land as input.
-
Team leadership track record. You've built, led, and developed senior teams. The teams that stayed. You develop people, not just manage them.
About us
Born in 2001, Code and Theory is a digital-first creative agency that sits at the center of creativity and technology. We pride ourselves on not only solving consumer and business problems, but also helping to establish new capabilities for our clients. With a global client roster of Fortune 100s and start-ups alike, we crave the hardest problems to solve. We have teams distributed across North America, South America, Europe, and Asia. The Code and Theory global network of agencies is growing and includes Kettle, Instrument, Left Field Labs, Create Group, Current, and TrueLogic.
Striving never to be pigeonholed, we work across every major category: from tech to CPG, financial services to travel & hospitality, government and education to media and publishing. We value the collaboration with our client partners, including but not limited to Adidas, Amazon, Con Edison, Diageo, EY, J.P. Morgan Chase, Lenovo, Marriott, Mars, Microsoft, Thomson Reuters, and TikTok.
The Code and Theory network is comprised of nearly 2,000 people with 50% engineers and 50% creative talent. We’re always on the lookout for smart, driven, and forward-thinking people to join our team.
The target range of base compensation for this role is $190,000 - $230,000. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and location.
INTRODUCTION
Brand Intelligence at Code and Theory sits at the intersection of discovery, understanding, and business impact. The practice translates research, data, and cultural signal into the strategic calls clients act on.
You’ll lead the team and shape the practice's evolution. The operating infrastructure is in place; your mandate is to deepen the rigor, push the methods, and embed intelligence as a strategic asset, not just a research function, inside the agency and across client work.
You’ll be the senior voice for behavioral and cultural intelligence inside C&T and in front of clients. You’ll make the case for what depth, structured method, and AI-augmented research actually do for strategy, positioning, and business outcomes. This requires leadership weight, deep expertise, and the ability to move intelligence from informational to actionable.
WHAT YOU’LL DO
-
Lead and develop the team. A strong team of researchers and analysts is in place. Grow their capabilities, develop their careers, and hire for strategic gaps. Set the standard for rigor in discovery, synthesis, and recommendation. Create conditions for breakthrough work.
-
Drive discovery forward. Shape how the practice uncovers human truth. Push methods beyond validation into real discovery. Behavioral research designed for insight, not confirmation. Prototype approaches that capture behavior in context: journey moments, in-platform, real-world environments. Leverage AI to enable qualitative depth at scale. Partner across the agency to test and scale what works.
-
Translate signals into strategy. Own the interpretive layer between data and decision. Use AI-assisted synthesis to identify patterns, tensions, and contradictions across studies and contexts. Connect behavior (what people do) with culture (what it means) and situation (why it changes). Frame findings as strategic implications clients can act on.
-
Activate insight at scale. Make sure intelligence shapes decisions, not just informs them. Advise clients at the senior table on positioning, audience strategy, brand performance, and growth decisions. Translate research and analytics into commercial moves. Build the tools, dashboards, and frameworks that make insight usable and living, not static reports.
-
Embed intelligence across the agency. Connect the work to strategy, creative, CX, and engineering teams. Make sure behavioral and cultural insight gets to the front of the brief. Build the relationships and systems that put intelligence at the center of how C&T thinks and builds for clients.
-
Lead externally. Keynotes, bylines, conference moments, original POV. Build the public voice of a practice positioned to lead the market in differentiated behavioral and cultural intelligence.
-
Extensive years of experience building strategy and intelligence work at senior levels. You've led teams, shaped practices, and translated research into business outcomes. You bring leadership weight and credibility to a complex, cross-functional role.
-
Strategic thinking grounded in human insight. You understand how people decide and behave, and you know how to turn that into strategy that moves business. You've built expertise across research, data, and cultural signal, whether as a strategist who learned research or a researcher who learned strategy. You don't pick a side; you integrate them into coherent recommendations.
-
Behavioral and cultural grounding. Academic or applied: behavioral economics, psychology, sociology, anthropology, semiotics, cultural studies. You read culture structurally, not as trend-spotting. You understand why people behave as they do, not just what they do.
-
Structured method and strategic thinking. You bring clarity to ambiguous problems. You frame hypotheses, design research to test them, and translate findings into strategic recommendations clients can act on.
-
AI-fluency in research. Demonstrable experience developing AI-enabled workflows that accelerate analysis, enable new methods, or deepen synthesis. You see AI as a tool for depth, not replacement for rigor. If you're earlier in that journey, you can show real experiments and a clear point of view on where it goes.
-
C-suite credibility. You hold your own with CEOs, CMOs, and CFOs. You speak the language of business impact, not just research. You frame intelligence in terms of decisions and outcomes.
-
Cross-functional leadership. You've worked across strategy, creative, CX, and tech teams. You've made intelligence shape decisions inside complex organizations, not just land as input.
-
Team leadership track record. You've built, led, and developed senior teams. The teams that stayed. You develop people, not just manage them.
About us
Born in 2001, Code and Theory is a digital-first creative agency that sits at the center of creativity and technology. We pride ourselves on not only solving consumer and business problems, but also helping to establish new capabilities for our clients. With a global client roster of Fortune 100s and start-ups alike, we crave the hardest problems to solve. We have teams distributed across North America, South America, Europe, and Asia. The Code and Theory global network of agencies is growing and includes Kettle, Instrument, Left Field Labs, Create Group, Current, and TrueLogic.
Striving never to be pigeonholed, we work across every major category: from tech to CPG, financial services to travel & hospitality, government and education to media and publishing. We value the collaboration with our client partners, including but not limited to Adidas, Amazon, Con Edison, Diageo, EY, J.P. Morgan Chase, Lenovo, Marriott, Mars, Microsoft, Thomson Reuters, and TikTok.
The Code and Theory network is comprised of nearly 2,000 people with 50% engineers and 50% creative talent. We’re always on the lookout for smart, driven, and forward-thinking people to join our team.
The target range of base compensation for this role is $190,000 - $230,000. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and location.
See all E-3 Visa Director Head Of Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Director Head Of Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Director Head Of
Translate your Australian credentials accurately
A three-year Australian bachelor's degree is generally accepted as equivalent to a U.S. four-year degree for E-3 visa purposes. Get a credential evaluation from a NACES-approved evaluator before your first interview to avoid delays during the employer's HR review.
Target companies with existing E-3 or H-1B filings
Employers who have previously filed LCAs or H-1B petitions already have immigration counsel and internal processes. DOL's Foreign Labor Application Gateway (FLAG) lets you search certified LCA records by employer name to confirm sponsorship history before applying.
Frame your specialization as a degree-linked requirement
Director and Head of titles only qualify as E-3 specialty occupations if the role genuinely requires a specific degree field, not just any bachelor's. During offer negotiation, ask HR to confirm the job description explicitly states the required discipline so the LCA reflects that correctly.
Clarify who funds the LCA and visa fees upfront
The employer must pay the LCA filing fee with DOL. You can legally pay the DS-160 consular fee yourself. Confirm this split in writing during the offer stage so there are no misunderstandings once the E-3 filing process begins.
Use Migrate Mate's E-3 filing service for leadership-level cases
Senior roles draw closer USCIS and consular scrutiny on specialty occupation justification. Migrate Mate's E-3 filing service manages the LCA, visa paperwork, and consulate preparation end-to-end, reducing the risk of documentation gaps that stall approval for director-level applicants.
Negotiate a start date that covers LCA processing time
DOL typically certifies an LCA within seven business days, but errors or employer delays can stretch the timeline. Build at least three weeks of buffer between your signed offer and your proposed start date so certification clears before you book your consulate appointment.
E-3 Visa Director Head Of: Frequently Asked Questions
How do I find Director and Head of jobs with E-3 visa sponsorship?
Migrate Mate lists Director and Head of roles from employers who are open to E-3 visa sponsorship for Australian professionals. Searching there filters out roles where sponsorship is not on the table, saving you from pursuing positions that will stall at the offer stage. You can search by job title, industry, and location to narrow results to roles that fit your background.
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 a Director or Head of role qualify as an E-3 specialty occupation?
It qualifies if the position genuinely requires at least a bachelor's degree in a specific field directly related to the job duties. A Head of Engineering role requiring a computer science or engineering degree clears that bar. A general director title where any degree is acceptable typically does not. The job description must reflect the degree requirement, and the employer confirms this when filing the LCA with DOL.
How does the E-3 compare to H-1B for Director and Head of roles?
The E-3 has no annual cap and no lottery, so Australian professionals in director-level roles can apply at any time of year without waiting for a selection round. The H-1B cap is 85,000 slots per fiscal year with a lottery that many qualified applicants lose. E-3 also renews indefinitely in two-year increments, whereas H-1B has a six-year initial limit that requires additional steps to extend.
Can I change employers while on an E-3 in a Director role?
Yes, but you need a new LCA certified for the new employer before you start work. The E-3 is employer-specific, so you cannot simply transfer it. Your new employer files a fresh LCA with DOL, and once certified, you either apply for a new E-3 at a U.S. consulate or, in some cases, change status from within the U.S. You cannot work for the new employer until the new authorization is in place.