E-3 Visa Head Of Talent Jobs
Head of Talent roles in the U.S. qualify for E-3 visa sponsorship when the position requires a bachelor's degree in human resources, organizational psychology, or a related field. The E-3 has no lottery and renews every two years, making it well-suited for senior talent leaders building long-term careers at U.S. companies.
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Get Access To All JobsWhy Ivo?
Contract negotiation is the most time-consuming, costly, and difficult component of the contract lifecycle—and it hasn’t gotten much easier since the days of fax machines.
Large language models have unlocked the ability to solve many contract negotiation problems at scale. Our product is best-in-market (we have an 85%+ h2h trial win rate) and used by some of the leading companies in the world.
Overview
We’re looking for an exceptional Head of Talent to build our hiring engine and help us scale into the next stage of growth. You’ll be a trusted partner to our leadership team, the go-to person for creative sourcing strategies and building Ivo’s candidate brand, and the guardian of an exceptional candidate experience.
This is a great opportunity to:
- Leave your fingerprints on the DNA of the company - we’re still small enough that every hire changes who we are.
- Work directly with senior leadership and hiring managers to influence headcount planning and hiring priorities.
- Build and own sourcing strategies that attract top-tier technical talent in one of the most competitive markets in the world.
- Scale and evolve recruiting processes, systems, and employer brand to match our growth trajectory.
Key Responsibilities
- Partner with technical leaders to deeply understand the requirements for priority hires; build creative sourcing strategies to identify and engage hard-to-find technical talent.
- Build a recruiting organization to help us hire and retain exceptional talent at Ivo.
- Carry candidates through a top-tier, full-cycle hiring process, including: managing pipeline for technical positions across all available channels, sourcing and closing both high-volume and niche roles.
- Leverage data to: increase candidate ROI, increase candidate conversion rates, build more efficient processes, keep stakeholders informed of hiring trends, and monitor hiring pace.
- Create frameworks to deeply understand the market as it pertains to the type of candidate Ivo desires to employ across all technical roles.
- Help define and strengthen Ivo’s employer brand and candidate-facing materials.
- Provide regular hiring updates and metrics to leadership, identifying bottlenecks and opportunities to improve speed and quality of hire.
Ivo might be a good fit for you if you:
- Have 10+ years of recruiting experience, including experience building and leading recruiting functions.
- Proven track record of developing and managing both high-volume pipelines and specialty technical positions.
- Strong sourcing chops—you’re relentless and creative when it comes to finding talent.
- Have worked in a fast-paced, high-growth environment (startup experience is a strong plus).
- Are passionate about building recruiting functions from the ground up and wearing multiple hats.
- Have excellent communication and stakeholder management skills, with the ability to build trust with hiring managers and executives.
- Thrive in ambiguity and enjoy working under pressure to deliver at speed.
- Are excited about working five days in office in our downtown San Francisco office.
Compensation and Benefits
- Competitive Compensation: The USD salary range for this role is $170,000 - $230,000 (excluding equity). Final offer amounts are determined by multiple factors, including experience and expertise.
- Relocation and Visa Support: Relocation assistance for successful applicants moving to SF, as well as support for visa and green card applications where applicable.
- Medical Benefits: Comprehensive medical, dental and vision plans to suit the needs of you and your family.
- Unlimited PTO: So you can take the time you need to recharge, stay healthy, and bring your best self to work.
- Commuter Benefits: Monthly commuter stipend offered to make your daily commute easier and more affordable.
- Flexible Spending & Insurance: Access to HSA and FSA accounts, as well as life insurance coverage.
- 401(k) Retirement Plan: Save for the future with our 401(k) program.
FAQ:
How far along are we?
We launched in early access in 2023. Since then, we’ve had an incredible response from the market and are growing rapidly. We 6x'd in ARR in the last 12 months. Our clients include companies like Uber, Reddit, IBM, Canva, Pinterest, WordPress, and more. We're happy to share more details with candidates who go through our interview process.
Is this a chill gig?
Startups are very hard, especially if they’re growing fast. You’ll have a ton of responsibility, and there’s always an enormous amount of stuff to do. It’s hard work but the payoff is uncapped.
Can I work remotely?
We require candidates to work with us in-person 5 days a week in our San Francisco office.
Why Ivo?
Contract negotiation is the most time-consuming, costly, and difficult component of the contract lifecycle—and it hasn’t gotten much easier since the days of fax machines.
Large language models have unlocked the ability to solve many contract negotiation problems at scale. Our product is best-in-market (we have an 85%+ h2h trial win rate) and used by some of the leading companies in the world.
Overview
We’re looking for an exceptional Head of Talent to build our hiring engine and help us scale into the next stage of growth. You’ll be a trusted partner to our leadership team, the go-to person for creative sourcing strategies and building Ivo’s candidate brand, and the guardian of an exceptional candidate experience.
This is a great opportunity to:
- Leave your fingerprints on the DNA of the company - we’re still small enough that every hire changes who we are.
- Work directly with senior leadership and hiring managers to influence headcount planning and hiring priorities.
- Build and own sourcing strategies that attract top-tier technical talent in one of the most competitive markets in the world.
- Scale and evolve recruiting processes, systems, and employer brand to match our growth trajectory.
Key Responsibilities
- Partner with technical leaders to deeply understand the requirements for priority hires; build creative sourcing strategies to identify and engage hard-to-find technical talent.
- Build a recruiting organization to help us hire and retain exceptional talent at Ivo.
- Carry candidates through a top-tier, full-cycle hiring process, including: managing pipeline for technical positions across all available channels, sourcing and closing both high-volume and niche roles.
- Leverage data to: increase candidate ROI, increase candidate conversion rates, build more efficient processes, keep stakeholders informed of hiring trends, and monitor hiring pace.
- Create frameworks to deeply understand the market as it pertains to the type of candidate Ivo desires to employ across all technical roles.
- Help define and strengthen Ivo’s employer brand and candidate-facing materials.
- Provide regular hiring updates and metrics to leadership, identifying bottlenecks and opportunities to improve speed and quality of hire.
Ivo might be a good fit for you if you:
- Have 10+ years of recruiting experience, including experience building and leading recruiting functions.
- Proven track record of developing and managing both high-volume pipelines and specialty technical positions.
- Strong sourcing chops—you’re relentless and creative when it comes to finding talent.
- Have worked in a fast-paced, high-growth environment (startup experience is a strong plus).
- Are passionate about building recruiting functions from the ground up and wearing multiple hats.
- Have excellent communication and stakeholder management skills, with the ability to build trust with hiring managers and executives.
- Thrive in ambiguity and enjoy working under pressure to deliver at speed.
- Are excited about working five days in office in our downtown San Francisco office.
Compensation and Benefits
- Competitive Compensation: The USD salary range for this role is $170,000 - $230,000 (excluding equity). Final offer amounts are determined by multiple factors, including experience and expertise.
- Relocation and Visa Support: Relocation assistance for successful applicants moving to SF, as well as support for visa and green card applications where applicable.
- Medical Benefits: Comprehensive medical, dental and vision plans to suit the needs of you and your family.
- Unlimited PTO: So you can take the time you need to recharge, stay healthy, and bring your best self to work.
- Commuter Benefits: Monthly commuter stipend offered to make your daily commute easier and more affordable.
- Flexible Spending & Insurance: Access to HSA and FSA accounts, as well as life insurance coverage.
- 401(k) Retirement Plan: Save for the future with our 401(k) program.
FAQ:
How far along are we?
We launched in early access in 2023. Since then, we’ve had an incredible response from the market and are growing rapidly. We 6x'd in ARR in the last 12 months. Our clients include companies like Uber, Reddit, IBM, Canva, Pinterest, WordPress, and more. We're happy to share more details with candidates who go through our interview process.
Is this a chill gig?
Startups are very hard, especially if they’re growing fast. You’ll have a ton of responsibility, and there’s always an enormous amount of stuff to do. It’s hard work but the payoff is uncapped.
Can I work remotely?
We require candidates to work with us in-person 5 days a week in our San Francisco office.
See all 13+ Head Of Talent jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Head Of Talent roles.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Head Of Talent
Align your credentials to specialty occupation standards
Head of Talent roles must meet DOL's specialty occupation definition, so document that your degree is in HR, industrial-organizational psychology, or a directly related field. A mismatch between your degree and the role title is the most common LCA complication for senior talent hires.
Target companies with dedicated HR leadership structures
U.S. employers who already have a CPO or CHRO on the org chart are far more likely to understand E-3 sponsorship requirements for senior talent roles. Search for companies actively scaling their people function, where a Head of Talent is a defined hire, not a catch-all title.
Clarify the LCA wage level before accepting an offer
Your offer must meet the DOL prevailing wage for your specific location and SOC code. Talent leadership roles often get coded at wage level III or IV, so confirm the employer's intended classification before signing, since a mismatch delays LCA certification.
Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork
The LCA filing and DS-160 preparation involve employer-specific steps that trip up even experienced HR teams. Migrate Mate's E-3 filing service manages the entire process from offer to consulate appointment, reducing back-and-forth between you and your new employer.
Prepare Australian HR credentials for U.S. equivalency review
Consular officers sometimes request evidence that an Australian three-year HR degree meets U.S. bachelor's equivalency standards. A credential evaluation from a USCIS-recognized evaluator, combined with your work history, strengthens your petition if the role is at a company that hasn't sponsored Australians before.
Negotiate LCA filing into your offer timeline before your start date
DOL requires the LCA to be certified before you can attend your visa interview, which adds at least seven business days to your timeline. Build this into your start date negotiation so your employer files promptly after the offer is signed, not after onboarding has already begun.
Head Of Talent jobs are hiring across the US. Find yours.
Find Head Of Talent JobsHead Of Talent E-3 Visa: Frequently Asked Questions
How do I find Head of Talent jobs in the U.S. that offer E-3 visa sponsorship?
Migrate Mate is the most direct way to search for Head of Talent roles where U.S. employers have confirmed E-3 sponsorship willingness. Most general job boards don't filter by visa type, so you end up applying to roles where the employer has never heard of the E-3. Migrate Mate surfaces roles specifically matched to Australian professionals on the E-3 pathway.
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 Head of Talent role qualify as a specialty occupation for the E-3?
Yes, provided the employer requires a bachelor's degree or higher in a directly related field such as human resources, organizational development, or industrial-organizational psychology. The role must require that specific educational background, not just accept any bachelor's degree. Titles like People Lead or Talent Acquisition Director fall under the same analysis, so the job description wording matters significantly.
How does the E-3 compare to the H-1B for Head of Talent roles?
The E-3 is available exclusively to Australian citizens and has no annual cap or lottery, meaning you can apply at any time of year and start within weeks of receiving an offer. The H-1B has an annual cap of 85,000 slots and a randomized lottery, so most applicants wait over a year or are never selected. For Australians, the E-3 is the faster and more predictable path to working in a U.S. Head of Talent role.
Can I change employers while working in the U.S. as a Head of Talent on an E-3?
Yes, but the new employer must file a fresh LCA and you'll need a new visa stamp if yours was issued for the previous employer. You can start with the new employer once the LCA is certified and you have a valid E-3 visa, though some immigration practitioners recommend a brief gap analysis before switching. The E-3 is employer-specific, so your previous visa does not transfer automatically.
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