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
Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures.
ROLE AND RESPONSIBILITIES
The Director, Recruiting & Executive Search is a hands-on recruiting leader responsible for serving as Stord’s lead executive recruiter while driving the day-to-day operating rhythm of the corporate recruiting and global offshore hiring teams. Reporting to the Director of Talent, this role will own recruiting execution across executive search, corporate talent acquisition, and global offshore hiring. The broader Talent organization also includes warehouse staffing and people analytics, which this role will partner with. This is a player-coach role for someone who can personally source, engage, assess, and close senior talent while also managing recruiter performance, hiring manager alignment, pipeline health, process discipline, and recruiting metrics. The ideal candidate is an operator first: someone who can bring structure, urgency, and accountability to a high-growth recruiting environment. Over time, this role has the opportunity to grow into broader strategic Talent Acquisition leadership as the function continues to scale.
What You’ll Do
Lead Executive Recruiting:
- Personally own and drive full-cycle executive and senior leadership searches across critical business areas, including Product, Engineering, Data, Operations, Sales, Marketing, Finance, People, and other strategic functions.
- Serve as the lead executive search partner to senior leaders by bringing market intelligence, role calibration, sourcing strategy, candidate assessment, and closing support to high-impact searches.
- Build targeted sourcing strategies for hard-to-fill leadership roles, ensuring Stord can identify, attract, assess, and close top-tier talent.
- Create a high-quality executive recruiting experience for candidates and hiring teams, balancing speed, rigor, discretion, and strong stakeholder communication.
Drive Recruiting Execution:
- Own the operating cadence for corporate recruiting and global offshore hiring, including requisition prioritization, recruiter workload management, pipeline health, aging requisitions, interview process adherence, and hiring forecast execution.
- Translate company hiring priorities into clear team goals, weekly execution plans, and measurable outcomes.
- Ensure recruiting processes are consistent, efficient, and scalable across corporate and offshore hiring while maintaining a strong candidate and hiring manager experience.
- Proactively identify hiring risks, bottlenecks, process gaps, and capacity constraints, then drive practical solutions to keep business-critical searches moving.
Lead and Develop the Recruiting Team:
- Act as a true player-coach for corporate recruiters and offshore hiring resources, providing coaching, accountability, prioritization, and hands-on support where needed.
- Set clear expectations for recruiter performance, including pipeline generation, hiring manager partnership, process discipline, candidate quality, offer execution, and data hygiene.
- Develop team capability through regular coaching, search strategy reviews, recruiter performance conversations, and improved recruiting playbooks.
- Create a culture of urgency, ownership, and continuous improvement across the recruiting team.
Partner with Business Leaders:
- Serve as a trusted recruiting advisor to executives and hiring managers, helping them define role requirements, calibrate talent profiles, understand market realities, and make effective hiring decisions.
- Partner with leaders to improve interview quality, feedback discipline, candidate evaluation, and offer decision-making.
- Push for clarity and accountability throughout the hiring process, including intake quality, interview alignment, timely feedback, and decisive candidate movement.
- Use data and market insights to help leaders understand tradeoffs around talent availability, compensation, leveling, location, and search timelines.
Oversee Global Offshore Hiring:
- Manage execution for global offshore hiring programs, including partner management, requisition intake, candidate quality, hiring process governance, and service-level expectations.
- Partner with business leaders and offshore vendors to ensure global hiring channels support Stord’s goals around cost, quality, speed, and scalability.
- Continuously improve offshore recruiting operations by refining workflows, reporting, vendor accountability, and role calibration.
- Ensure offshore hiring operates as an integrated part of the broader recruiting function, not as a disconnected external process.
Improve Recruiting Data, Process, and Visibility:
- Use recruiting data to manage team performance, identify process gaps, and provide clear visibility into hiring progress, risks, and outcomes.
- Partner with People Analytics and People Systems to improve reporting, ATS discipline, funnel metrics, source effectiveness, offer acceptance, time-to-fill, and recruiter productivity.
- Build scalable recruiting processes that support continued growth while improving speed, quality, consistency, and accountability.
- Help operationalize Stord’s broader talent acquisition strategy by turning strategic priorities into repeatable recruiting practices, operating rhythms, and measurable results.
BASIC QUALIFICATIONS
- 7+ years of progressive talent acquisition experience, including significant experience in fast-paced, high-growth, technology-driven environments.
- Demonstrated success personally leading full-cycle executive and senior leadership searches.
- Proven experience managing and developing recruiters in a player-coach capacity.
- Strong operational discipline and experience running recruiting cadence, prioritization, funnel management, metrics, process adherence, and team performance.
- Experience supporting corporate hiring across functions such as Product, Engineering, Data, Sales, Marketing, Finance, Operations, People, or G&A.
- Experience partnering directly with executives and senior leaders on role design, search strategy, candidate assessment, market mapping, and closing.
- Strong understanding of recruiting systems, funnel metrics, reporting, and the operational mechanics required to run a high-performing TA function.
- Ability to balance hands-on execution, team leadership, stakeholder management, and process improvement.
- Comfort operating in ambiguity while bringing structure, clarity, and accountability to the recruiting process.
- Exceptional communication, judgment, prioritization, and stakeholder management skills.
PREFERRED QUALIFICATIONS
- Experience recruiting for enterprise software, logistics, supply chain, ecommerce, fulfillment, or technology-enabled operations businesses.
- Experience hiring Product, Engineering, AI, Data Science, Machine Learning, or technical leadership roles during a period of rapid growth.
- Experience managing offshore recruiting programs, global hiring partners, or international talent acquisition workflows.
- Experience scaling recruiting operations through major funding rounds, rapid headcount growth, M&A activity, or IPO readiness.
- Experience improving ATS discipline, recruiting dashboards, hiring manager scorecards, executive recruiting reporting, or recruiting operating cadences.
SUCCESS IN THIS ROLE LOOKS LIKE
- Stord’s most critical executive and senior leadership searches are being personally driven with urgency, rigor, and strong market insight.
- Corporate recruiting and global offshore hiring operate with a clear weekly cadence, strong prioritization, accurate pipeline visibility, and measurable accountability.
- Recruiters have clear goals, stronger search strategies, better hiring manager alignment, and consistent performance expectations.
- Hiring leaders view the recruiting function as proactive, credible, data-informed, and highly execution-oriented.
- Recruiting processes are more consistent, scalable, and disciplined without slowing down the pace of hiring.
- The function has a stronger leadership bench, with this role positioned to take on broader strategic TA ownership as Stord continues to scale.
INTRODUCTION
Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures.
ROLE AND RESPONSIBILITIES
The Director, Recruiting & Executive Search is a hands-on recruiting leader responsible for serving as Stord’s lead executive recruiter while driving the day-to-day operating rhythm of the corporate recruiting and global offshore hiring teams. Reporting to the Director of Talent, this role will own recruiting execution across executive search, corporate talent acquisition, and global offshore hiring. The broader Talent organization also includes warehouse staffing and people analytics, which this role will partner with. This is a player-coach role for someone who can personally source, engage, assess, and close senior talent while also managing recruiter performance, hiring manager alignment, pipeline health, process discipline, and recruiting metrics. The ideal candidate is an operator first: someone who can bring structure, urgency, and accountability to a high-growth recruiting environment. Over time, this role has the opportunity to grow into broader strategic Talent Acquisition leadership as the function continues to scale.
What You’ll Do
Lead Executive Recruiting:
- Personally own and drive full-cycle executive and senior leadership searches across critical business areas, including Product, Engineering, Data, Operations, Sales, Marketing, Finance, People, and other strategic functions.
- Serve as the lead executive search partner to senior leaders by bringing market intelligence, role calibration, sourcing strategy, candidate assessment, and closing support to high-impact searches.
- Build targeted sourcing strategies for hard-to-fill leadership roles, ensuring Stord can identify, attract, assess, and close top-tier talent.
- Create a high-quality executive recruiting experience for candidates and hiring teams, balancing speed, rigor, discretion, and strong stakeholder communication.
Drive Recruiting Execution:
- Own the operating cadence for corporate recruiting and global offshore hiring, including requisition prioritization, recruiter workload management, pipeline health, aging requisitions, interview process adherence, and hiring forecast execution.
- Translate company hiring priorities into clear team goals, weekly execution plans, and measurable outcomes.
- Ensure recruiting processes are consistent, efficient, and scalable across corporate and offshore hiring while maintaining a strong candidate and hiring manager experience.
- Proactively identify hiring risks, bottlenecks, process gaps, and capacity constraints, then drive practical solutions to keep business-critical searches moving.
Lead and Develop the Recruiting Team:
- Act as a true player-coach for corporate recruiters and offshore hiring resources, providing coaching, accountability, prioritization, and hands-on support where needed.
- Set clear expectations for recruiter performance, including pipeline generation, hiring manager partnership, process discipline, candidate quality, offer execution, and data hygiene.
- Develop team capability through regular coaching, search strategy reviews, recruiter performance conversations, and improved recruiting playbooks.
- Create a culture of urgency, ownership, and continuous improvement across the recruiting team.
Partner with Business Leaders:
- Serve as a trusted recruiting advisor to executives and hiring managers, helping them define role requirements, calibrate talent profiles, understand market realities, and make effective hiring decisions.
- Partner with leaders to improve interview quality, feedback discipline, candidate evaluation, and offer decision-making.
- Push for clarity and accountability throughout the hiring process, including intake quality, interview alignment, timely feedback, and decisive candidate movement.
- Use data and market insights to help leaders understand tradeoffs around talent availability, compensation, leveling, location, and search timelines.
Oversee Global Offshore Hiring:
- Manage execution for global offshore hiring programs, including partner management, requisition intake, candidate quality, hiring process governance, and service-level expectations.
- Partner with business leaders and offshore vendors to ensure global hiring channels support Stord’s goals around cost, quality, speed, and scalability.
- Continuously improve offshore recruiting operations by refining workflows, reporting, vendor accountability, and role calibration.
- Ensure offshore hiring operates as an integrated part of the broader recruiting function, not as a disconnected external process.
Improve Recruiting Data, Process, and Visibility:
- Use recruiting data to manage team performance, identify process gaps, and provide clear visibility into hiring progress, risks, and outcomes.
- Partner with People Analytics and People Systems to improve reporting, ATS discipline, funnel metrics, source effectiveness, offer acceptance, time-to-fill, and recruiter productivity.
- Build scalable recruiting processes that support continued growth while improving speed, quality, consistency, and accountability.
- Help operationalize Stord’s broader talent acquisition strategy by turning strategic priorities into repeatable recruiting practices, operating rhythms, and measurable results.
BASIC QUALIFICATIONS
- 7+ years of progressive talent acquisition experience, including significant experience in fast-paced, high-growth, technology-driven environments.
- Demonstrated success personally leading full-cycle executive and senior leadership searches.
- Proven experience managing and developing recruiters in a player-coach capacity.
- Strong operational discipline and experience running recruiting cadence, prioritization, funnel management, metrics, process adherence, and team performance.
- Experience supporting corporate hiring across functions such as Product, Engineering, Data, Sales, Marketing, Finance, Operations, People, or G&A.
- Experience partnering directly with executives and senior leaders on role design, search strategy, candidate assessment, market mapping, and closing.
- Strong understanding of recruiting systems, funnel metrics, reporting, and the operational mechanics required to run a high-performing TA function.
- Ability to balance hands-on execution, team leadership, stakeholder management, and process improvement.
- Comfort operating in ambiguity while bringing structure, clarity, and accountability to the recruiting process.
- Exceptional communication, judgment, prioritization, and stakeholder management skills.
PREFERRED QUALIFICATIONS
- Experience recruiting for enterprise software, logistics, supply chain, ecommerce, fulfillment, or technology-enabled operations businesses.
- Experience hiring Product, Engineering, AI, Data Science, Machine Learning, or technical leadership roles during a period of rapid growth.
- Experience managing offshore recruiting programs, global hiring partners, or international talent acquisition workflows.
- Experience scaling recruiting operations through major funding rounds, rapid headcount growth, M&A activity, or IPO readiness.
- Experience improving ATS discipline, recruiting dashboards, hiring manager scorecards, executive recruiting reporting, or recruiting operating cadences.
SUCCESS IN THIS ROLE LOOKS LIKE
- Stord’s most critical executive and senior leadership searches are being personally driven with urgency, rigor, and strong market insight.
- Corporate recruiting and global offshore hiring operate with a clear weekly cadence, strong prioritization, accurate pipeline visibility, and measurable accountability.
- Recruiters have clear goals, stronger search strategies, better hiring manager alignment, and consistent performance expectations.
- Hiring leaders view the recruiting function as proactive, credible, data-informed, and highly execution-oriented.
- Recruiting processes are more consistent, scalable, and disciplined without slowing down the pace of hiring.
- The function has a stronger leadership bench, with this role positioned to take on broader strategic TA ownership as Stord continues to scale.
See all 82+ Green Card Director Of Recruiting Jobs
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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.