Green Card Recruiter Jobs
Recruiter roles qualify for EB-2 and EB-3 green card sponsorship when the position requires a bachelor's degree in human resources, business, or a related field. Your employer files a PERM labor certification with DOL before sponsoring your I-140 petition, putting you on a path to permanent U.S. residency rather than a temporary visa renewal cycle.
Find Green Card Recruiter JobsOverview
Showing 5 of 901+ Recruiter jobs
See all 901+ Recruiter Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Recruiter roles.
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.
See all 901+ Green Card Recruiter Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Recruiter Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Recruiter
Document your HR credentials before applying
PERM requires your employer to confirm you meet the job's minimum requirements at the time of filing. Gather your degree transcripts, SHRM or HRCI certifications, and employment verification letters now so nothing delays the labor certification.
Target employers with dedicated HR departments
Mid-size and enterprise companies with in-house HR teams sponsor green cards for Recruiters far more often than staffing agencies, which rarely file PERM for roles they treat as contract-based. Focus your search on direct employers.
Search green card sponsorship jobs on Migrate Mate
Migrate Mate lets you filter Recruiter openings by employers with active green card sponsorship history, saving you from applying to companies that won't file PERM. Use it to build a shortlist before reaching out.
Negotiate the sponsorship commitment before signing
Ask hiring managers to confirm PERM sponsorship in your offer letter before you accept. Verbal assurances aren't binding, and switching employers mid-PERM process restarts the labor certification clock entirely.
Understand how PERM job requirements affect your case
DOL requires that the PERM job description match your actual duties and qualifications precisely. Overly broad requirements can trigger audit flags, while requirements you don't meet can disqualify your I-140 petition later.
Use OFLC Wage Search to verify your prevailing wage tier
PERM requires your employer to pay the DOL prevailing wage for your Recruiter role in your metro area. Check OFLC Wage Search yourself to confirm your offer meets the threshold before your employer submits the labor certification.
Green Card Recruiter: Frequently Asked Questions
Do Recruiter jobs qualify for EB-2 or EB-3 green card sponsorship?
Most Recruiter roles qualify under EB-3, which covers professionals with a bachelor's degree in human resources, business administration, or a related field. EB-2 sponsorship is available if the position requires an advanced degree or your employer can demonstrate you have credentials significantly above the standard bachelor's requirement. Your employer's attorney determines the category based on the actual job duties and posted minimum requirements.
How does green card sponsorship differ from H-1B sponsorship for Recruiters?
H-1B visa is a temporary visa requiring renewal every three years, subject to an annual lottery that can deny you a slot entirely. EB-2 and EB-3 green card sponsorship has no annual cap at the petition level and leads to permanent residency. The tradeoff is timeline: PERM labor certification alone takes six months to over a year, whereas an approved H-1B lets you start work relatively quickly. For nationals from India or China, priority date backlogs can extend the EB-3 wait significantly.
How do I find Recruiter jobs where the employer will actually sponsor a green card?
Migrate Mate is built specifically for this search. It filters job listings by employers with documented green card sponsorship history, so you can identify which companies have filed PERM for Recruiter roles before you apply. This cuts through listings that mention visa sponsorship vaguely without distinguishing between H-1B transfers and full PERM-based permanent residency.
Can I switch Recruiter jobs after my employer files PERM?
You can change employers while your PERM is pending, but doing so means starting the entire labor certification process over with the new company. Once your I-140 petition is approved and you've waited 180 days, job portability rules under AC21 allow you to change to a same or similar Recruiter role without losing your priority date. Moving before I-140 approval generally resets the clock.
What happens if my employer's PERM application is audited by DOL?
DOL audits PERM applications when it finds inconsistencies in the recruitment documentation or job requirements. Your employer must respond within 30 days with evidence of the required recruitment steps, including job postings, recruitment reports, and rejection logs for U.S. applicants. Audits can add six to twelve months to the certification timeline. Staffing agencies and employers with history of audit findings are higher-risk PERM sponsors for Recruiter roles.