E-3 Visa Talent Acquisition Partner Jobs
Talent Acquisition Partner roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, business, or a related field. The E-3 has no lottery and no annual cap, making it a reliable path for Australian professionals with a U.S. job offer in hand.
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Get Access To All JobsINTRODUCTION
MaintainX is the world's leading AI-powered maintenance and asset management platform, serving 13,000+ customers including Duracell, Shell, Cintas, and Brenntag. We raised $150M in Series D funding led by Bessemer Venture Partners and Bain Capital Ventures, bringing our total funding to $254M. We were named to the Forbes 2025 Cloud 100, the definitive ranking of the top 100 private cloud companies in the world.
We're growing fast and hiring the talent team to match.
THE ROLE:
We're looking for a Lead Talent Acquisition Partner to own full-cycle recruiting across Engineering, Product, and Design. This is a high-output IC role, not a player-coach. You'll carry a full req load of technical and product hires, partner directly with engineering managers, product leaders, and the design team, and run searches from intake to close.
You'll report to the TA Team Lead (EPD) and work alongside a team of Talent Partners and Coordinators across San Francisco, Montreal, and Toronto.
WHAT YOU'LL DO:
- Own the full cycle for EPD hiring. Run searches end-to-end for software engineers, engineering managers, product managers, and product designers. You're the single-threaded owner from intake through offer acceptance.
- Source and close senior technical talent. Build pipelines for hard-to-fill roles across backend, frontend, mobile, ML/AI, platform, and infrastructure engineering. We compete for talent against top-tier SaaS companies, and you need to win those deals.
- Drive structured interview processes. Manage candidates through multi-stage technical loops that include system design, coding assessments (CodeSignal), take-home challenges, and executive panels. Keep every candidate moving with urgency.
- Partner with hiring managers as a strategic advisor. Run calibrated intakes, set search strategies, and deliver weekly pipeline reviews with data. Push back when the bar slips. Own the relationship, not just the process.
- Own your numbers. This team runs on data. You'll own your pipeline metrics: sourcing response rates, screen-to-onsite conversion, time-to-fill, offer acceptance rate. You'll be measured on outcomes, not activity.
WHAT YOU BRING:
- 6+ years of full-cycle technical recruiting, with at least 3 years focused on software engineering roles at high-growth SaaS or infrastructure companies
- Demonstrated track record of closing senior and staff-level engineers in competitive markets (SF, Toronto, Montreal are our primary markets)
- Deep sourcing skills across LinkedIn Recruiter, GitHub, and direct outreach. You build pipelines from scratch. Inbound alone won't cut it here.
- Experience running structured interview processes with calibrated scorecards and debrief standards
- Comfort with data: you can pull your own pipeline reports, calculate pass-through rates, and present funnel health to leadership
- Experience with modern ATS platforms (Ashby strongly preferred, Greenhouse/Lever acceptable)
- Strong preference for candidates who have recruited for AI/ML, platform engineering, or developer tools.
WHAT'S IN IT FOR YOU:
- Competitive salary and meaningful equity opportunities.
- Healthcare, dental, and vision coverage.
- 401(k) / RRSP enrolment program.
- Take what you need PTO.
- A work culture where:
- You'll work alongside folks across the globe that reflect the MaintainX values: Smart Humble Optimist.
- We believe in meritocracy, where ideas and effort are publicly celebrated.
About us:
Our mission is to deliver one platform for maintenance, repair & operations teams to keep the physical world running. We believe the greatest asset in any organization is the people. That's why we built an intuitive, mobile-first solution to help boost productivity and collaboration across teams and locations.
MaintainX is committed to creating a diverse environment. All qualified applicants will receive consideration for employment without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.
INTRODUCTION
MaintainX is the world's leading AI-powered maintenance and asset management platform, serving 13,000+ customers including Duracell, Shell, Cintas, and Brenntag. We raised $150M in Series D funding led by Bessemer Venture Partners and Bain Capital Ventures, bringing our total funding to $254M. We were named to the Forbes 2025 Cloud 100, the definitive ranking of the top 100 private cloud companies in the world.
We're growing fast and hiring the talent team to match.
THE ROLE:
We're looking for a Lead Talent Acquisition Partner to own full-cycle recruiting across Engineering, Product, and Design. This is a high-output IC role, not a player-coach. You'll carry a full req load of technical and product hires, partner directly with engineering managers, product leaders, and the design team, and run searches from intake to close.
You'll report to the TA Team Lead (EPD) and work alongside a team of Talent Partners and Coordinators across San Francisco, Montreal, and Toronto.
WHAT YOU'LL DO:
- Own the full cycle for EPD hiring. Run searches end-to-end for software engineers, engineering managers, product managers, and product designers. You're the single-threaded owner from intake through offer acceptance.
- Source and close senior technical talent. Build pipelines for hard-to-fill roles across backend, frontend, mobile, ML/AI, platform, and infrastructure engineering. We compete for talent against top-tier SaaS companies, and you need to win those deals.
- Drive structured interview processes. Manage candidates through multi-stage technical loops that include system design, coding assessments (CodeSignal), take-home challenges, and executive panels. Keep every candidate moving with urgency.
- Partner with hiring managers as a strategic advisor. Run calibrated intakes, set search strategies, and deliver weekly pipeline reviews with data. Push back when the bar slips. Own the relationship, not just the process.
- Own your numbers. This team runs on data. You'll own your pipeline metrics: sourcing response rates, screen-to-onsite conversion, time-to-fill, offer acceptance rate. You'll be measured on outcomes, not activity.
WHAT YOU BRING:
- 6+ years of full-cycle technical recruiting, with at least 3 years focused on software engineering roles at high-growth SaaS or infrastructure companies
- Demonstrated track record of closing senior and staff-level engineers in competitive markets (SF, Toronto, Montreal are our primary markets)
- Deep sourcing skills across LinkedIn Recruiter, GitHub, and direct outreach. You build pipelines from scratch. Inbound alone won't cut it here.
- Experience running structured interview processes with calibrated scorecards and debrief standards
- Comfort with data: you can pull your own pipeline reports, calculate pass-through rates, and present funnel health to leadership
- Experience with modern ATS platforms (Ashby strongly preferred, Greenhouse/Lever acceptable)
- Strong preference for candidates who have recruited for AI/ML, platform engineering, or developer tools.
WHAT'S IN IT FOR YOU:
- Competitive salary and meaningful equity opportunities.
- Healthcare, dental, and vision coverage.
- 401(k) / RRSP enrolment program.
- Take what you need PTO.
- A work culture where:
- You'll work alongside folks across the globe that reflect the MaintainX values: Smart Humble Optimist.
- We believe in meritocracy, where ideas and effort are publicly celebrated.
About us:
Our mission is to deliver one platform for maintenance, repair & operations teams to keep the physical world running. We believe the greatest asset in any organization is the people. That's why we built an intuitive, mobile-first solution to help boost productivity and collaboration across teams and locations.
MaintainX is committed to creating a diverse environment. All qualified applicants will receive consideration for employment without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.
See all 114+ Talent Acquisition Partner jobs
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Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Talent Acquisition Partner
Frame your credentials for U.S. specialty occupation standards
An Australian three-year bachelor's degree in HR or business is generally accepted as equivalent to a U.S. four-year degree. Document the degree equivalency explicitly in your resume and have transcripts ready before applications progress to the offer stage.
Target employers with existing LCA filing history
Companies that have filed Labor Condition Applications before understand the E-3 process and won't stall at the sponsorship conversation. Search DOL's OFLC disclosure data for HR and talent acquisition LCA filings to build a shortlist of E-3-ready employers.
Search Migrate Mate for E-3 sponsoring employers
Most general job boards don't filter by visa sponsorship type. Migrate Mate lets you search specifically for Talent Acquisition Partner roles where employers have confirmed E-3 sponsorship, cutting out the back-and-forth with recruiters who can't support your status.
Raise sponsorship before the verbal offer stage
Talent acquisition teams move fast once they find the right candidate. Introducing your E-3 requirement after a verbal offer creates friction. Mention it in the final interview round so the hiring manager can confirm internally before extending an offer.
Confirm the LCA wage level matches your offer
The DOL requires your offered salary to meet the prevailing wage for the role and location. For Talent Acquisition Partner positions, wage levels vary significantly by metro area. Ask your employer to confirm the LCA wage level before signing your offer letter.
Use Migrate Mate's E-3 filing service for the full process
Once you have a signed offer, the LCA and visa paperwork must be completed correctly and in sequence. Migrate Mate's E-3 filing service handles the LCA submission, visa application, and consulate preparation so nothing delays your start date.
Talent Acquisition Partner jobs are hiring across the US. Find yours.
Find Talent Acquisition Partner JobsTalent Acquisition Partner E-3 Visa: Frequently Asked Questions
How do I find Talent Acquisition Partner jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for this search. It filters Talent Acquisition Partner roles by employers who have confirmed E-3 sponsorship, so you're not wasting time on applications that will stall at the work authorization question. General job boards don't distinguish between visa types, which makes the search far less efficient for Australian professionals.
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 Talent Acquisition Partner role qualify as a specialty occupation for the E-3?
Yes, provided the position requires a bachelor's degree or higher in a specific field such as human resources, organizational psychology, or business administration. Roles where any bachelor's degree satisfies the requirement regardless of field can face scrutiny. The offer letter and job description should specify the degree field to strengthen the specialty occupation case.
How does the E-3 compare to the H-1B for Talent Acquisition Partner roles?
The E-3 is available year-round with no lottery, no annual cap, and a straightforward consular process that typically concludes within a few weeks of filing. The H-1B requires entering a lottery with a roughly 25% selection rate and a single annual registration window. For Australian professionals, the E-3 is a structurally more reliable path to the same HR roles.
What happens to my E-3 status if I change employers after arriving in the U.S.?
The E-3 is employer-specific, so changing employers requires your new employer to file a fresh LCA and for you to obtain a new E-3 visa stamp before re-entering the U.S., or apply for a change of status from within the country. You have a 60-day grace period after your employment ends to secure new sponsorship or depart.
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