Green Card Director Of Recruiting Jobs
Director of Recruiting roles qualify for EB-2 or EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document that no qualified U.S. worker is available. Large enterprises and staffing firms regularly sponsor these roles because recruiting leadership is tied directly to workforce strategy and organizational growth.
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Get Access To All JobsINTRODUCTION
The Driver Recruiter is responsible for sourcing, interviewing, screening, hiring, and retaining drivers. The Driver Recruiter also acts as a knowledgeable source to team members and drivers regarding Hirschbach Motor Lines and the transportation industry.
DUTIES/RESPONSIBILITIES:
- Develops a pool of candidates through direct sourcing for several open positions from a variety of sources.
- Conducts outreach and phone interviews to assess driver qualifications, work history, and career goals.
- Ensures recruiting goals are achieved in a timely manner for each assignment.
- Ensures candidates are matched with the right pay plans and accounts based on their experience, qualifications, and preferences.
- Provides correct details on compensation, benefits, routes, and home time to ensure transparency.
- Communicates with drivers regularly to keep them engaged throughout the hiring process and to maintain an active pipeline of candidates to meet ongoing hiring needs.
- Determines which drivers to bring onboard based on their qualifications, ensuring alignment with company standards and DOT regulations.
- Acts as a knowledgeable source of information regarding Hirschbach and its family of companies.
- Professionally represents the organization at trade shows, job fairs, open houses, conferences, and meetings.
- On-boards new hires within company standards.
- Trains and develops team members.
- General understanding of Dispatch and Human Resources.
- Prepares recruiting reports and identifies recruiting trends, sources, etc.
- Ability to have a flexible schedule including some nights/weekends.
- Other duties as assigned including proactively assisting others in achieving the organization’s objectives.
SCHEDULE:
Monday – Friday 8am to 5pm
EDUCATION & EXPERIENCE:
- High school diploma or equivalent in education, paired with relevant professional experience.
- 1+ years of previous sales or high-volume recruiting experience is preferred.
- Ability to handle high volume of inbound and outbound phone calls, chat, messages to and from truck drivers.
- Ability to process information with high levels of accuracy and energy.
- Ability to multi-task and prioritize workload.
- Computer proficiency and ability to navigate between multiple programs.
- Demonstrates an "All In to Win" attitude and displays self-motivation and a strong desire to learn within an unpredictable and demanding environment.
- Excellent verbal and written communication, record-keeping, and follow-up skills.
- Willing to work under tight deadlines and maintain exceptional judgment and discretion regarding sensitive matters.
- An understanding of transportation and logistics is preferred.
COMPANY OVERVIEW
Founded in 1935, Hirschbach Motor Lines has built a sterling reputation for delivering time and temperature-sensitive freight across 48 states. Today, the organization generates $1+ billion in revenue and has become the 2nd largest refrigerated carrier in North America with company headquarters in Dubuque, Iowa. Hirschbach strives to provide the highest level of service in the industry, offering a breadth of services including Dedicated, Over the Road, Expedited, Entertainment, and Logistics Solutions.
With a tenured history and vision for the future, our company culture drives us to be the best in the business, grounded in our All In To Win values. One key to trust is having a pool of talent and resources who are exceptionally competent, capable, and passionate for serving results to our customers.
Equal Opportunity Statement
Our Company is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment which is free of harassment, discrimination, or retaliation because of age, race, color, national origin, ancestry, religion, creed, sex, sexual orientation, gender, gender identity, pregnancy (including childbirth, lactation and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed service member status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
INTRODUCTION
The Driver Recruiter is responsible for sourcing, interviewing, screening, hiring, and retaining drivers. The Driver Recruiter also acts as a knowledgeable source to team members and drivers regarding Hirschbach Motor Lines and the transportation industry.
DUTIES/RESPONSIBILITIES:
- Develops a pool of candidates through direct sourcing for several open positions from a variety of sources.
- Conducts outreach and phone interviews to assess driver qualifications, work history, and career goals.
- Ensures recruiting goals are achieved in a timely manner for each assignment.
- Ensures candidates are matched with the right pay plans and accounts based on their experience, qualifications, and preferences.
- Provides correct details on compensation, benefits, routes, and home time to ensure transparency.
- Communicates with drivers regularly to keep them engaged throughout the hiring process and to maintain an active pipeline of candidates to meet ongoing hiring needs.
- Determines which drivers to bring onboard based on their qualifications, ensuring alignment with company standards and DOT regulations.
- Acts as a knowledgeable source of information regarding Hirschbach and its family of companies.
- Professionally represents the organization at trade shows, job fairs, open houses, conferences, and meetings.
- On-boards new hires within company standards.
- Trains and develops team members.
- General understanding of Dispatch and Human Resources.
- Prepares recruiting reports and identifies recruiting trends, sources, etc.
- Ability to have a flexible schedule including some nights/weekends.
- Other duties as assigned including proactively assisting others in achieving the organization’s objectives.
SCHEDULE:
Monday – Friday 8am to 5pm
EDUCATION & EXPERIENCE:
- High school diploma or equivalent in education, paired with relevant professional experience.
- 1+ years of previous sales or high-volume recruiting experience is preferred.
- Ability to handle high volume of inbound and outbound phone calls, chat, messages to and from truck drivers.
- Ability to process information with high levels of accuracy and energy.
- Ability to multi-task and prioritize workload.
- Computer proficiency and ability to navigate between multiple programs.
- Demonstrates an "All In to Win" attitude and displays self-motivation and a strong desire to learn within an unpredictable and demanding environment.
- Excellent verbal and written communication, record-keeping, and follow-up skills.
- Willing to work under tight deadlines and maintain exceptional judgment and discretion regarding sensitive matters.
- An understanding of transportation and logistics is preferred.
COMPANY OVERVIEW
Founded in 1935, Hirschbach Motor Lines has built a sterling reputation for delivering time and temperature-sensitive freight across 48 states. Today, the organization generates $1+ billion in revenue and has become the 2nd largest refrigerated carrier in North America with company headquarters in Dubuque, Iowa. Hirschbach strives to provide the highest level of service in the industry, offering a breadth of services including Dedicated, Over the Road, Expedited, Entertainment, and Logistics Solutions.
With a tenured history and vision for the future, our company culture drives us to be the best in the business, grounded in our All In To Win values. One key to trust is having a pool of talent and resources who are exceptionally competent, capable, and passionate for serving results to our customers.
Equal Opportunity Statement
Our Company is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment which is free of harassment, discrimination, or retaliation because of age, race, color, national origin, ancestry, religion, creed, sex, sexual orientation, gender, gender identity, pregnancy (including childbirth, lactation and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed service member status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director Of Recruiting
Document your specialized recruiting credentials early
PERM requires your employer to define a specific minimum requirement for the role. Gather evidence of your advanced degree in HR, business, or a related field now, since the job description must match your actual qualifications at the time of filing.
Target employers with dedicated HR leadership pipelines
Enterprises that run high-volume recruitment operations, such as large technology firms, healthcare systems, and financial institutions, are far more likely to have the internal infrastructure and legal counsel needed to initiate a PERM-based sponsorship for a Director of Recruiting.
Search green card sponsoring employers on Migrate Mate
Use Migrate Mate to filter Director of Recruiting openings by employers with active EB-2 and EB-3 filing history, so you're applying to companies already familiar with the PERM process rather than those encountering it for the first time.
Clarify the EB-2 versus EB-3 path with your employer
If your role requires only a bachelor's degree with experience, it will typically fall under EB-3. If the employer defines a master's degree as the minimum requirement, EB-2 becomes available, which can affect your priority date strategy depending on your country of birth.
Verify prevailing wage before your offer is finalized
Your employer must pay at least the DOL prevailing wage for the Director of Recruiting occupation in your work location. Check the OFLC Wage Search before accepting an offer to confirm the posted salary meets Level III or Level IV wage requirements for your metro area.
Understand how PERM recruitment documentation affects your timeline
During PERM, DOL requires the employer to complete a supervised recruitment campaign and retain all rejection documentation for five years. Any delay in that process adds months before your I-140 can be filed, so ask your employer how quickly they can complete the recruitment period.
Green Card Director Of Recruiting: Frequently Asked Questions
Does a Director of Recruiting role typically qualify for EB-2 or EB-3 sponsorship?
It depends on how the employer defines the minimum requirements for the position. If the role requires a bachelor's degree plus at least two years of experience, it generally qualifies under EB-3. If the employer genuinely requires a master's degree as a minimum, EB-2 applies. The distinction matters because EB-2 and EB-3 have different priority date cutoffs for applicants born in backlogged countries.
How does green card sponsorship differ from H-1B sponsorship for this role?
Green card sponsorship through PERM is permanent and not subject to an annual lottery the way H-1B visa registrations are. The PERM process requires your employer to conduct DOL-supervised recruitment to document that no qualified U.S. worker is available, which takes longer upfront than an H-1B filing, but the outcome is lawful permanent residency rather than a temporary, renewable status.
How long does the full PERM-to-green card process take for a Director of Recruiting?
PERM adjudication by DOL currently takes approximately eighteen to twenty-four months. Once certified, your employer files an I-140 petition with USCIS. For most countries other than India and China, an immigrant visa number is immediately available at the EB-3 level, meaning adjustment of status can follow relatively quickly. Applicants born in India or China face significantly longer waits due to priority date backlogs.
Where can I find Director of Recruiting jobs that offer green card sponsorship?
Most general job boards don't filter by green card sponsorship history, which means you spend time applying to employers with no PERM experience. Migrate Mate lets you search Director of Recruiting roles specifically by employers with EB-2 and EB-3 filing history, so you can focus your search on companies that have already navigated the PERM process.
Can a Director of Recruiting role be audited during the PERM process, and what does that mean for timing?
Yes, DOL audits a portion of PERM applications, including those for management roles. An audit requires the employer to submit all recruitment documentation and respond to DOL within thirty days. Audits can add six months or more to the certification timeline. Employers with experienced immigration counsel are better positioned to respond quickly and avoid denial, so asking about legal support is worth doing before accepting a sponsorship offer.