E-3 Visa Global Talent Acquisition Jobs
Global Talent Acquisition roles qualify for E-3 visa sponsorship as specialty occupations requiring a relevant bachelor's degree in human resources, business, or organizational psychology. Australian professionals bring internationally recognized recruiting expertise that U.S. employers need. The E-3 has no lottery and renews in two-year increments, so your career in the U.S. isn't tied to a single application cycle.
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Get Access To All JobsLocation
New York
Employment Type
Full time
Location Type
Hybrid
Department
Recruiting
Compensation
* $196.2K – $294.2K • Offers Equity • Offers Bonus
Additionally, this role is eligible to participate in our equity plan and benefits program. Benefits include, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits (401k match up to 4%), and flexible PTO.
Why Harvey
At Harvey, we’re transforming how legal and professional services operate. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.
This is a rare chance to help build a generational company at a true inflection point. We have strong product-market fit and world-class investor support. We’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.
Our team moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with you.
At Harvey, the future of professional services is being written today — and we’re just getting started.
Role Overview
The Head of Global Recruiting Operations will lead the systems, programs, and processes that power and accelerate recruiting across every function and region. The Recruiting team's mission is to identify, attract, and hire world-class talent, and this role ensures the operational and programmatic infrastructure supports this goal. This position oversees the recruiting operating model end to end: coordination, systems, analytics, programs and enablement that support our hiring teams and ambitions hiring goals, ensuring a coherent model for a global organization. This leader will partner cross functionally and with recruiting leadership to translate hiring plans into consistent, well run execution. It is an exciting opportunity to operationalize talent acquisition at scale in an AI native environment.
- Partner proactively with business leadership and the recruiting team to translate long term business objectives into a unified, high impact global recruiting operations strategy
- Develop and drive recruiting programs that align with the overall recruiting strategy
- Drive strategic alignment across recruiting technology, operational workflows, and automation initiatives to directly support overarching organizational priorities
- Collaborate with recruiting leaders to champion excellence, consistent standards, and strategic capability building across all hiring teams
- Lead integrated workforce and demand planning in lockstep with Finance and business heads, steering executive decision-making and strategic capacity planning globally
- Drive the continued development of a strategic talent analytics function to provide business leaders and recruiting executives with actionable guidance, pipeline foresight, and high-level productivity insights
- Influence and elevate candidate experience and hiring manager engagement through world class programs and enablement
What You Have
- 10+ years leading recruiting operations, systems, and enablement teams in global, high-growth organizations.
- Demonstrated success in translating overarching business goals into comprehensive recruiting strategies, executive analytics frameworks, and scalable operational models.
- Deep expertise with modern recruiting and AI platforms and global hiring compliance across multiple regions.
- Strong leadership and cross-functional stakeholder management skills to influence senior leadership.
Compensation
$196,200 - $294,200 USD
Depending on your location, an Applicant Privacy Notice may apply to you. You can find all of our Applicant Privacy Notices here.
Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.
We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made by emailing accommodations@harvey.ai
Location
New York
Employment Type
Full time
Location Type
Hybrid
Department
Recruiting
Compensation
* $196.2K – $294.2K • Offers Equity • Offers Bonus
Additionally, this role is eligible to participate in our equity plan and benefits program. Benefits include, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits (401k match up to 4%), and flexible PTO.
Why Harvey
At Harvey, we’re transforming how legal and professional services operate. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.
This is a rare chance to help build a generational company at a true inflection point. We have strong product-market fit and world-class investor support. We’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.
Our team moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with you.
At Harvey, the future of professional services is being written today — and we’re just getting started.
Role Overview
The Head of Global Recruiting Operations will lead the systems, programs, and processes that power and accelerate recruiting across every function and region. The Recruiting team's mission is to identify, attract, and hire world-class talent, and this role ensures the operational and programmatic infrastructure supports this goal. This position oversees the recruiting operating model end to end: coordination, systems, analytics, programs and enablement that support our hiring teams and ambitions hiring goals, ensuring a coherent model for a global organization. This leader will partner cross functionally and with recruiting leadership to translate hiring plans into consistent, well run execution. It is an exciting opportunity to operationalize talent acquisition at scale in an AI native environment.
- Partner proactively with business leadership and the recruiting team to translate long term business objectives into a unified, high impact global recruiting operations strategy
- Develop and drive recruiting programs that align with the overall recruiting strategy
- Drive strategic alignment across recruiting technology, operational workflows, and automation initiatives to directly support overarching organizational priorities
- Collaborate with recruiting leaders to champion excellence, consistent standards, and strategic capability building across all hiring teams
- Lead integrated workforce and demand planning in lockstep with Finance and business heads, steering executive decision-making and strategic capacity planning globally
- Drive the continued development of a strategic talent analytics function to provide business leaders and recruiting executives with actionable guidance, pipeline foresight, and high-level productivity insights
- Influence and elevate candidate experience and hiring manager engagement through world class programs and enablement
What You Have
- 10+ years leading recruiting operations, systems, and enablement teams in global, high-growth organizations.
- Demonstrated success in translating overarching business goals into comprehensive recruiting strategies, executive analytics frameworks, and scalable operational models.
- Deep expertise with modern recruiting and AI platforms and global hiring compliance across multiple regions.
- Strong leadership and cross-functional stakeholder management skills to influence senior leadership.
Compensation
$196,200 - $294,200 USD
Depending on your location, an Applicant Privacy Notice may apply to you. You can find all of our Applicant Privacy Notices here.
Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.
We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made by emailing accommodations@harvey.ai
See all E-3 Visa Global Talent Acquisition Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Global Talent Acquisition Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Global Talent Acquisition
Frame your degree for specialty occupation
Global Talent Acquisition sits on the edge of what USCIS accepts as a specialty occupation. A degree in HR, industrial-organizational psychology, or business strengthens your case. General arts degrees tied only loosely to recruiting may require a detailed credentials evaluation.
Target employers with existing LCA filing history
Search DOL's Foreign Labor Application Gateway for certified LCAs in talent acquisition job titles. Employers who have filed before understand the E-3 visa process, which shortens negotiation time and reduces the risk of an offer falling through over paperwork unfamiliarity.
Clarify sponsorship before the final interview round
Ask hiring managers whether their legal or HR team has handled E-3 filings specifically, not just H-1B visa. Many U.S. employers confuse the two. Confirming early prevents a job offer being withdrawn once legal quotes a higher cost based on incorrect assumptions.
Use Migrate Mate's E-3 filing service for the LCA step
The Labor Condition Application is filed with DOL before your visa interview and must match your offer letter exactly. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork so errors in job title, wage level, or work location don't delay your start date.
Get your credentials assessed before applying abroad
Australian three-year bachelor's degrees are generally accepted as equivalent to a U.S. four-year degree, but have a credential evaluation from a NACES-member organization ready. Talent acquisition hiring teams sometimes escalate degree questions to legal, and a pre-prepared evaluation removes that friction.
Negotiate a conditional start date tied to visa timeline
Consulate appointments in Sydney or Melbourne typically run two to six weeks after your LCA is certified. Build that window into your offer negotiation. A firm but realistic start date protects you if the employer tries to withdraw the offer over processing delays they weren't expecting.
E-3 Visa Global Talent Acquisition: Frequently Asked Questions
How do I find Global Talent Acquisition jobs with E-3 visa sponsorship?
Migrate Mate filters job listings specifically for E-3 visa sponsorship, so you're not sorting through roles where sponsorship is uncertain or unavailable. Global Talent Acquisition positions appear under titles like Talent Acquisition Partner, Global Recruiter, and Recruiting Manager. Search by role and location to find employers who have confirmed they'll support E-3 filings.
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 Global Talent Acquisition qualify as a specialty occupation for the E-3?
Yes, when the role requires a bachelor's degree in a directly related field such as human resources, business administration, or organizational psychology. A generic recruiting role that accepts any degree may face scrutiny. The stronger your employer's job description ties the degree requirement to the actual duties, the cleaner the specialty occupation argument.
How does the E-3 compare to the H-1B for Global Talent Acquisition roles?
The E-3 has no annual lottery, so you can start the process any time of year and aren't limited to one shot per April. The H-1B cap means most applicants wait months for a lottery slot that isn't guaranteed. For Australians in talent acquisition, the E-3 is almost always the faster and more predictable path to a U.S. role.
What happens to my E-3 status if I change employers mid-role?
Your E-3 status is tied to a specific employer and job. If you change companies, your new employer must file a fresh LCA with DOL and you'll need a new visa stamp before re-entering the U.S. or a change of status if you're already inside the country. There's no portability provision like AC21 that exists for H-1B holders, so plan your transition timeline carefully.