Green Card Director of Commercial Sales Jobs
Director of Commercial Sales roles qualify for EB-2 or EB-3 green card sponsorship when employers can demonstrate through PERM labor certification that no qualified U.S. workers are available. Because this is a senior leadership position typically requiring an advanced degree or substantial progressive experience, most sponsoring employers pursue the EB-2 pathway, leading to lawful permanent residency.
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Get Access To All JobsResponsibilities:
Location: This is an onsite role and may be based out of any location within the RBG network.
- Own the enterprise field sales program calendar and sequence rollouts across business units to maximize adoption and minimize conflicts
- Defines rollout standards, completion evidence, readiness criteria, and adoption
- Represents field sales interests in technology
- Lead a large team of Sales Operations Managers through a matrix model, not direct reporting authority
- Runs weekly divisional forums, monthly all-manager sessions, and quarterly in-person sessions
- Owns the Sales Operations Manager job standard, competency bar, onboarding, and certification
- Ability to travel approximately 50%
- Other projects or duties as assigned
Required Education and Experience:
- Bachelor's Degree with 10 plus years of related experience and 6 plus years of leadership experience or High School Diploma/General Education Degree (GED) with 13 plus years of specific experience and 8 plus years of leadership experience
Preferred Education and Experience:
- Master’s Degree
Benefits: At the Reyes Family of Businesses, our Total Rewards Strategy prioritizes the holistic well-being of our employees. This position offers a comprehensive benefits package that includes Medical, Dental, Vision coverage, Paid Time Off, Retirement Benefits, and complimentary Health Screenings.
Equal Opportunity Employee
Physical Demands: Reyes Holdings and its businesses are equal opportunity employers. Company policy prohibits discrimination and harassment against any applicant or employee based on race, color, religion, sex, pregnancy or pregnancy-related medical conditions, marital status, sexual orientation, gender identity or expression, age, national origin, citizenship, disability, genetic information, military or veteran status, or any other basis protected by applicable law. In addition, the Company is committed to providing reasonable accommodation to applicants and employees in accordance with applicable law. Requests for accommodation should be directed to your point of contact in the Talent Acquisition or Human Resources departments.
Background Check and Drug Screening: Offers of employment are contingent upon successful completion of a background check and drug screening.
Pay Transparency: Our compensation philosophy embraces diverse factors for fair pay decisions, valuing skills, experience, and the needs of our business. Moreover, this role may have the opportunity to participate in a discretionary incentive program, subject to program rules.
Responsibilities:
Location: This is an onsite role and may be based out of any location within the RBG network.
- Own the enterprise field sales program calendar and sequence rollouts across business units to maximize adoption and minimize conflicts
- Defines rollout standards, completion evidence, readiness criteria, and adoption
- Represents field sales interests in technology
- Lead a large team of Sales Operations Managers through a matrix model, not direct reporting authority
- Runs weekly divisional forums, monthly all-manager sessions, and quarterly in-person sessions
- Owns the Sales Operations Manager job standard, competency bar, onboarding, and certification
- Ability to travel approximately 50%
- Other projects or duties as assigned
Required Education and Experience:
- Bachelor's Degree with 10 plus years of related experience and 6 plus years of leadership experience or High School Diploma/General Education Degree (GED) with 13 plus years of specific experience and 8 plus years of leadership experience
Preferred Education and Experience:
- Master’s Degree
Benefits: At the Reyes Family of Businesses, our Total Rewards Strategy prioritizes the holistic well-being of our employees. This position offers a comprehensive benefits package that includes Medical, Dental, Vision coverage, Paid Time Off, Retirement Benefits, and complimentary Health Screenings.
Equal Opportunity Employee
Physical Demands: Reyes Holdings and its businesses are equal opportunity employers. Company policy prohibits discrimination and harassment against any applicant or employee based on race, color, religion, sex, pregnancy or pregnancy-related medical conditions, marital status, sexual orientation, gender identity or expression, age, national origin, citizenship, disability, genetic information, military or veteran status, or any other basis protected by applicable law. In addition, the Company is committed to providing reasonable accommodation to applicants and employees in accordance with applicable law. Requests for accommodation should be directed to your point of contact in the Talent Acquisition or Human Resources departments.
Background Check and Drug Screening: Offers of employment are contingent upon successful completion of a background check and drug screening.
Pay Transparency: Our compensation philosophy embraces diverse factors for fair pay decisions, valuing skills, experience, and the needs of our business. Moreover, this role may have the opportunity to participate in a discretionary incentive program, subject to program rules.
See all 2,780+ Green Card Director of Commercial Sales Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director of Commercial Sales
Document your progressive sales leadership trajectory
PERM labor certification for Director-level roles often depends on demonstrating that the position genuinely requires an advanced degree or at least five years of progressive commercial sales experience. Compile performance records, promotions, and revenue outcomes before your employer begins the PERM recruitment test.
Search for employers with active EB-2 filing history
Use Migrate Mate to identify companies that have filed I-140 petitions for Director of Commercial Sales or comparable senior commercial roles. Targeting employers with verified green card sponsorship history dramatically shortens the discovery phase of your job search.
Align your offer letter with the PERM job description
The duties and minimum requirements written into the PERM application must accurately reflect the actual job. If your offer letter describes responsibilities that diverge from the certified PERM description, USCIS can deny the I-140 or raise an audit flag during adjustment of status.
Check prevailing wage tiers before accepting an offer
Your employer must pay at least the DOL prevailing wage for the Director of Commercial Sales SOC code in the relevant metro area. Use the OFLC Wage Search to verify which wage level applies to your specific duties before the PERM application is submitted.
Understand your O*NET occupation classification upfront
PERM filings for commercial sales director roles are classified under a specific O*NET SOC code that defines the recruitment requirements. Confirming the correct classification early prevents mismatches between the job description and DOL's occupational definitions, which can trigger a PERM audit or denial.
Plan around per-country priority date backlogs
If you were born in India or China, employment-based green card backlogs can extend your wait significantly even after I-140 approval. File your I-485 adjustment of status as soon as your priority date becomes current so your 180-day AC21 portability clock starts running.
Green Card Director of Commercial Sales: Frequently Asked Questions
Does a Director of Commercial Sales role qualify for EB-2 or EB-3 green card sponsorship?
Most Director of Commercial Sales positions qualify under EB-2 because they require an advanced degree or a bachelor's degree combined with at least five years of progressive commercial sales experience. EB-3 is available when the role requires a bachelor's degree and the employer can demonstrate through PERM that no qualified U.S. workers applied during the mandatory recruitment period.
How is green card sponsorship through PERM different from H-1B sponsorship for this role?
H-1B visa sponsorship is temporary, capped at six years in most cases, and requires an annual lottery. Green card sponsorship through PERM leads to lawful permanent residency with no renewal requirement. The PERM process requires your employer to complete a prevailing wage determination with the Department of Labor, run a formal recruitment test proving no qualified U.S. workers are available, and then file an I-140 immigrant petition with USCIS. Priority date backlogs can delay final approval for nationals of high-demand countries.
How do I find employers who sponsor green cards for Director of Commercial Sales roles?
Migrate Mate lets you search for companies with verified employment-based green card sponsorship history filtered to senior commercial sales positions. Focusing your outreach on employers who have already navigated the PERM and I-140 process for similar roles reduces the risk of pursuing opportunities with companies unfamiliar with the sponsorship requirements for director-level hires.
Can I change employers after my green card application is filed?
Once your I-485 adjustment of status application has been pending for 180 days or more, AC21 portability allows you to move to a new employer in the same or a similar occupation without losing your place in the green card queue. Your priority date from the original approved I-140 can also carry over to a new employer's I-140 petition, protecting the time already accumulated.
What does the PERM recruitment test involve for a Director of Commercial Sales position?
PERM requires your employer to advertise the Director of Commercial Sales role using DOL-mandated recruitment steps, including two Sunday newspaper ads, a 30-day job order with the state workforce agency, and three additional recruitment activities. The employer must document that no minimally qualified U.S. workers applied and were rejected for unlawful reasons before certifying the application with the Department of Labor.