E-3 Visa Talent Acquisition Specialist Jobs
Talent Acquisition Specialist roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, business, or a related field. Australian professionals can secure two-year E-3 status with no lottery and renew indefinitely, making this one of the most stable paths into U.S. recruiting and people operations.
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Get Access To All JobsCompany Description
Established in 1991, Collabera has been a leader in IT staffing for over 22 years and is one of the largest diversity IT staffing firms in the industry. As a half a billion dollar IT company, with more than 9,000 professionals across 30+ offices, Collabera offers comprehensive, cost-effective IT staffing & IT Services. We provide services to Fortune 500 and mid-size companies to meet their talent needs with high quality IT resources through Staff Augmentation, Global Talent Management, Value Added Services through CLASS (Competency Leveraged Advanced Staffing & Solutions) Permanent Placement Services and Vendor Management Programs.
Collabera recognizes true potential of human capital and provides people the right opportunities for growth and professional excellence. Collabera offers a full range of benefits to its employees including paid vacations, holidays, personal days, Medical, Dental and Vision insurance, 401K retirement savings plan, Life Insurance, Disability Insurance.
Job Description
Position Details:
Job Title: Senior Recruiting Specialist
Location: New Orleans, LA 70170
Duration: 12+ Months (Possible extension)
Description:
The Senior Recruiting Specialist is responsible for planning & supporting Organization & Staffing (O&S) processes such as talent acquisition, strategic recruitment, pipeline development and organization activities. The Senior Recruiting Specialist is an individual contributor with no direct reports.
Responsibilities:
- Partnering with Senior HR managers and business leaders to develop a tailored talent acquisition solution incorporating industry benchmarking, targeted recruitment campaigns and analysis to track and report staffing metrics
- Gathering specific customer needs related to recruitment and staffing and develop a strategic recruitment plan and a sustainable process to track metrics and accomplishments against plan
- Utilizing specific Industry research, benchmarking and trend analysis to support business strategy and help forecast future talent needs
- Developing a recruitment plan to assist in executing the diversity strategy
- Supporting HR leadership through presentations, training, and data gathering to optimize and communicate the recruitment and staffing needs
- Utilizing special events, print & media marketing, search firms and association relationships to promote key open positions; driving recruitment and selection practice for executive level employees
- Managing search firm relationships to ensure strategic use and cost effective contracts to address recruitment needs
- Building relationships and partnering with industry and trade organizations, third party vendors such as headhunters and diversity sources to develop pipeline for future needs
- Leading transformational projects to continue to build a world class talent acquisition organization, examples would include, tools and technology assessment, recruitment campaigns, quality of hire analysis, candidate experience life cycle, compliance auditing or training and development
- Building strong relationships cross-functionally through strong leadership, excellent communication, flexibility and creativity
Qualifications
Essential Experience & Knowledge
- Bachelor's degree in business, Human Resources or related discipline or Associate Degree with 10 years work experience in HR or related field
- Minimum 3 years of increasingly responsible Human Resources or recruitment experience
- Demonstrated ability to make independent decisions, manage conflicting priorities, in a fast-paced environment, and being open to change (positive or negative)
- Demonstrated ability to drive HR/Recruitment process simplification and deliver top quality customer services
- Excellent written and verbal communication, and the ability to communicate effectively with all levels of the organization
- Strong business acumen, analytical and project/process management skills
- Proficiency in MS Excel, Word, Outlook and PowerPoint
- Ability to communicate using English (and local language)
Additional Information
To get further details or to apply for this position please contact:
Ujjwal Mane
973-805-7557
ujjwal.mane(at)collabera.com
Company Description
Established in 1991, Collabera has been a leader in IT staffing for over 22 years and is one of the largest diversity IT staffing firms in the industry. As a half a billion dollar IT company, with more than 9,000 professionals across 30+ offices, Collabera offers comprehensive, cost-effective IT staffing & IT Services. We provide services to Fortune 500 and mid-size companies to meet their talent needs with high quality IT resources through Staff Augmentation, Global Talent Management, Value Added Services through CLASS (Competency Leveraged Advanced Staffing & Solutions) Permanent Placement Services and Vendor Management Programs.
Collabera recognizes true potential of human capital and provides people the right opportunities for growth and professional excellence. Collabera offers a full range of benefits to its employees including paid vacations, holidays, personal days, Medical, Dental and Vision insurance, 401K retirement savings plan, Life Insurance, Disability Insurance.
Job Description
Position Details:
Job Title: Senior Recruiting Specialist
Location: New Orleans, LA 70170
Duration: 12+ Months (Possible extension)
Description:
The Senior Recruiting Specialist is responsible for planning & supporting Organization & Staffing (O&S) processes such as talent acquisition, strategic recruitment, pipeline development and organization activities. The Senior Recruiting Specialist is an individual contributor with no direct reports.
Responsibilities:
- Partnering with Senior HR managers and business leaders to develop a tailored talent acquisition solution incorporating industry benchmarking, targeted recruitment campaigns and analysis to track and report staffing metrics
- Gathering specific customer needs related to recruitment and staffing and develop a strategic recruitment plan and a sustainable process to track metrics and accomplishments against plan
- Utilizing specific Industry research, benchmarking and trend analysis to support business strategy and help forecast future talent needs
- Developing a recruitment plan to assist in executing the diversity strategy
- Supporting HR leadership through presentations, training, and data gathering to optimize and communicate the recruitment and staffing needs
- Utilizing special events, print & media marketing, search firms and association relationships to promote key open positions; driving recruitment and selection practice for executive level employees
- Managing search firm relationships to ensure strategic use and cost effective contracts to address recruitment needs
- Building relationships and partnering with industry and trade organizations, third party vendors such as headhunters and diversity sources to develop pipeline for future needs
- Leading transformational projects to continue to build a world class talent acquisition organization, examples would include, tools and technology assessment, recruitment campaigns, quality of hire analysis, candidate experience life cycle, compliance auditing or training and development
- Building strong relationships cross-functionally through strong leadership, excellent communication, flexibility and creativity
Qualifications
Essential Experience & Knowledge
- Bachelor's degree in business, Human Resources or related discipline or Associate Degree with 10 years work experience in HR or related field
- Minimum 3 years of increasingly responsible Human Resources or recruitment experience
- Demonstrated ability to make independent decisions, manage conflicting priorities, in a fast-paced environment, and being open to change (positive or negative)
- Demonstrated ability to drive HR/Recruitment process simplification and deliver top quality customer services
- Excellent written and verbal communication, and the ability to communicate effectively with all levels of the organization
- Strong business acumen, analytical and project/process management skills
- Proficiency in MS Excel, Word, Outlook and PowerPoint
- Ability to communicate using English (and local language)
Additional Information
To get further details or to apply for this position please contact:
Ujjwal Mane
973-805-7557
ujjwal.mane(at)collabera.com
See all 52+ Talent Acquisition Specialist jobs
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Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Talent Acquisition Specialist
Frame your TA credentials for U.S. specialty occupation
USCIS requires your role to need a specific bachelor's degree, not just any degree. Highlight HR, psychology, or business qualifications on your resume and ensure your job offer letter specifies the degree field required for the position.
Target employers with active LCA filing history
U.S. employers must file a Labor Condition Application with the DOL before sponsoring your E-3. Focus your search on companies that have sponsored international workers before, since they already have internal processes for LCA compliance and won't face a learning curve.
Search for E-3 sponsorship roles on Migrate Mate
Use Migrate Mate to find Talent Acquisition Specialist roles where employers are open to E-3 sponsorship. Migrate Mate's E-3 filing service manages the entire process from offer to consulate appointment, so you and your employer avoid paperwork delays.
Address the specialty occupation question proactively
Some hiring managers assume general TA roles won't pass USCIS specialty occupation review. Come prepared to explain that senior recruiting, talent strategy, and people analytics roles routinely qualify when the job requires a specific degree field and applies that knowledge directly.
Confirm your employer's E-Verify enrollment before accepting
E-Verify enrollment isn't required for E-3 sponsorship, but many compliant employers are already enrolled. Asking during the offer stage signals you understand U.S. employment law and helps you identify employers experienced with sponsored workers.
Start your LCA filing immediately after receiving your offer
DOL LCA certification typically completes within seven business days, but delays push back your consulate appointment. Treat LCA filing as day-one of your visa timeline, not a step to handle after you've finished negotiating your start date and relocation terms.
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Find Talent Acquisition Specialist JobsTalent Acquisition Specialist E-3 Visa: Frequently Asked Questions
How do I find Talent Acquisition Specialist jobs with E-3 visa sponsorship?
Migrate Mate is the most direct way to search for Talent Acquisition Specialist roles where employers are already open to E-3 sponsorship. Standard job boards rarely filter by visa type, so you end up applying to roles where sponsorship is off the table. Migrate Mate surfaces employers with E-3 filing history so you're not starting from scratch with every application.
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 Specialist role qualify as a specialty occupation for E-3 purposes?
Yes, provided the position requires a bachelor's degree in a specific field such as human resources, business administration, or organizational psychology. Generalist roles where any degree suffices can face USCIS scrutiny. Roles focused on workforce planning, technical recruiting, or talent strategy with explicit degree requirements in the job description hold up well under review.
How does the E-3 visa compare to the H-1B for Talent Acquisition Specialists?
The E-3 has no lottery and no annual cap, so you can apply as soon as you have a job offer. H-1B requires entering a random lottery in March with no guarantee of selection. For Talent Acquisition Specialists, the E-3 is the faster and more predictable path, with two-year renewable status available multiple times per year rather than a single annual window.
Can I switch TA employers while on an E-3 visa?
Yes, but your E-3 status is tied to your specific employer and role. Your new employer must file a fresh LCA with the DOL and you'll need to either apply for a new E-3 visa stamp at a consulate or, in some cases, change status within the U.S. You can start working for the new employer once the new LCA is certified and your paperwork is in order.
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