Green Card Talent Acquisition Director Jobs
Talent Acquisition Director roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document recruitment efforts before filing an I-140 immigrant petition. Landing sponsorship in this field means targeting enterprise HR organizations with established immigration programs and a history of sponsoring senior people-operations leaders.
Find Green Card Talent Acquisition Director JobsOverview
Showing 5 of 901+ Talent Acquisition Director jobs
See all 901+ Talent Acquisition Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Talent Acquisition Director 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 Talent Acquisition Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Talent Acquisition Director Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Talent Acquisition Director
Document your specialized TA competencies now
Before PERM filing begins, compile evidence of advanced competencies: workforce planning frameworks you've built, ATS implementations you've owned, and diversity sourcing programs you've led. PERM job descriptions must match your actual background precisely.
Verify your role meets EB-2 degree requirements
EB-2 requires a master's degree or equivalent in a directly related field. A bachelor's plus five years of progressive talent acquisition leadership generally satisfies USCIS equivalency standards, but get your credentials evaluated before targeting EB-2-designated roles.
Target employers with large in-house HR structures
Companies with dedicated immigration HR teams and global mobility functions sponsor Talent Acquisition Directors far more consistently than those outsourcing people ops. Look for organizations listing both a head of TA and a global mobility manager on their leadership pages.
Search green card sponsoring employers on Migrate Mate
Filter Talent Acquisition Director openings by green card sponsorship history using Migrate Mate. This surfaces employers with documented PERM filings for senior HR roles, so you're applying where sponsorship is already an established practice, not a new negotiation.
Check prevailing wage tier before negotiating offers
Use the OFLC Wage Search to find the prevailing wage for your occupation code and target metro area before your offer conversation. PERM requires the offered wage to meet or exceed that threshold, so knowing the floor protects you during salary negotiation.
Clarify PERM timing expectations in final-round interviews
Ask directly whether the employer has outside immigration counsel and what their typical PERM-to-approval timeline looks like. DOL processing currently runs many months at the analyst review stage, and knowing whether the employer has active cases signals real sponsorship infrastructure.
Green Card Talent Acquisition Director: Frequently Asked Questions
Does a Talent Acquisition Director role qualify for EB-2 or EB-3 sponsorship?
Both categories are available depending on how the role is defined. EB-2 applies when the position requires a master's degree or its equivalent in human resources, organizational development, or a related field. EB-3 covers roles requiring a bachelor's degree plus the relevant experience. Employers typically classify Talent Acquisition Director positions under EB-2 when the job duties include strategic workforce planning and the posting requires an advanced degree.
How does green card sponsorship through PERM differ from H-1B sponsorship for this role?
H-1B visa is a temporary status renewed every three years, subject to an annual lottery for cap-subject employers, and it grants no path to permanence on its own. PERM-based green card sponsorship leads directly to lawful permanent residency through a three-stage process: DOL labor certification, I-140 immigrant petition, and adjustment of status or consular processing. There is no lottery at the EB-2 or EB-3 level, though per-country backlogs affect nationals from high-demand countries like India and China.
What does the PERM process actually require from a Talent Acquisition Director candidate?
Your role is smaller than the employer's during PERM. The employer must advertise the position through DOL-mandated recruitment steps, document that no qualified U.S. worker applied, and submit the ETA Form 9089 to DOL. Your main obligation is ensuring your credentials match the minimum requirements listed in the PERM job description exactly. Discrepancies between your actual qualifications and the posted requirements can invalidate the application at the I-140 stage.
How can I find Talent Acquisition Director jobs where green card sponsorship is already confirmed?
Use Migrate Mate to search specifically for employers with a documented history of filing PERM labor certifications for senior HR and talent acquisition roles. Filtering by sponsorship history is more reliable than asking employers directly during early recruiting conversations, since many HR teams say they sponsor generally without distinguishing PERM from H-1B or temporary work authorization.
Can a Talent Acquisition Director self-petition for an EB-2 National Interest Waiver?
A National Interest Waiver allows EB-2-eligible candidates to bypass the PERM requirement and self-petition without an employer sponsor, but it requires demonstrating that your work has substantial merit and national importance. For Talent Acquisition Directors, this is a high bar because the role is employer-facing rather than broadly benefiting a field or the public. Most candidates in this profession pursue employer-sponsored PERM rather than the NIW route.