Green Card Talent Acquisition Intern Jobs
Talent Acquisition Intern roles can qualify for EB-3 green card sponsorship through the PERM labor certification process, giving foreign professionals a path to permanent residency. Employers in HR-intensive industries file PERM on your behalf after demonstrating no qualified U.S. workers are available, making sponsorship more accessible than many candidates expect.
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Get Access To All JobsINTRODUCTION
R1 is the leading provider of technology-driven solutions that transform the patient experience and financial performance of hospitals, health systems and medical groups. We are the one company that combines the deep expertise of a global workforce of revenue cycle professionals with the industry’s most advanced technology platform, encompassing sophisticated analytics, AI, intelligent automation, and workflow orchestration.
As our Talent Acquisition Specialist, you will be responsible for supporting various exempt and non-exempt roles focusing on business operations positions. Reporting directly to the Manager of Talent Acquisition, you will partner with your assigned business leaders, HR business partners, and other stakeholders to understand business requirements, talent strategies, and staffing needs to build out an effective, actionable recruitment strategy.
You will focus on attracting and delivering top talent while meeting established SLAs and KPIs. As a trusted partner to business leaders, you will play a critical role in supporting R1's growth and success. The ideal candidate demonstrates strong initiative, urgency, resourcefulness, confidentiality, and sound independent judgment.
Responsibilities:
- Partner with assigned Business Leaders to understand business talent requirements, forecasted talent needs, timelines, etc.
- Create proactive and consultative recruitment processes, sourcing strategies, and deliver on hiring needs in a quick manner.
- Manage daily and weekly reporting and updates to stakeholders.
- Build passive talent pipelines of pre-screened candidates who are interested in existing opportunities and/or future openings.
- Utilize in-house tracking mechanisms to track and market to pipelines to keep the candidates warm and engaged.
- Ensure candidates' communications are followed up on in a timely manner.
- Participate and drive intake sessions, recruiter meetings, etc. as assigned to gain a better understanding of business requirements.
- Leverage internal and external data to create fact-based, strategic sourcing plans.
REQUIRED QUALIFICATIONS:
- At least 3+ years of recruiting experience supporting a variety of professional roles across multiple locations.
- Strong initiative, sense of urgency, resourcefulness, professionalism, confidentiality, and sound judgment.
- Demonstrated experience partnering with hiring leaders at various levels across the organization, including Team Leaders, Regional Directors, and Vice Presidents.
- Proven track record of recruiting success, including sourcing and engaging passive candidates.
- Results-oriented with strong collaboration, influencing, problem-solving, and negotiation skills.
- Demonstrated ability to manage sourcing initiatives and build proactive talent pipelines while effectively assessing technical capabilities and behavioral competencies.
The healthcare system is always evolving — and it’s up to us to use our shared expertise to find new solutions that can keep up. On our growing team you’ll find the opportunity to constantly learn, collaborate across groups and explore new paths for your career.
Our associates are given the chance to contribute, think boldly and create meaningful work that makes a difference in the communities we serve around the world. We go beyond expectations in everything we do. Not only does that drive customer success and improve patient care, but that same enthusiasm is applied to giving back to the community and taking care of our team — including offering a competitive benefits package.
R1 RCM Inc. (“the Company”) is dedicated to the fundamentals of equal employment opportunity. The Company’s employment practices, including those regarding recruitment, hiring, assignment, promotion, compensation, benefits, training, discipline, and termination shall not be based on any person’s age, color, national origin, citizenship status, physical or mental disability, medical condition, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status or any other characteristic protected by federal, state or local law. Furthermore, the Company is dedicated to providing a workplace free from harassment based on any of the foregoing protected categories.
If you have a disability and require a reasonable accommodation to complete any part of the job application process, please contact us at 312-496-7709 for assistance.
CA PRIVACY NOTICE: California resident job applicants can learn more about their privacy rights California Consent.
INTRODUCTION
R1 is the leading provider of technology-driven solutions that transform the patient experience and financial performance of hospitals, health systems and medical groups. We are the one company that combines the deep expertise of a global workforce of revenue cycle professionals with the industry’s most advanced technology platform, encompassing sophisticated analytics, AI, intelligent automation, and workflow orchestration.
As our Talent Acquisition Specialist, you will be responsible for supporting various exempt and non-exempt roles focusing on business operations positions. Reporting directly to the Manager of Talent Acquisition, you will partner with your assigned business leaders, HR business partners, and other stakeholders to understand business requirements, talent strategies, and staffing needs to build out an effective, actionable recruitment strategy.
You will focus on attracting and delivering top talent while meeting established SLAs and KPIs. As a trusted partner to business leaders, you will play a critical role in supporting R1's growth and success. The ideal candidate demonstrates strong initiative, urgency, resourcefulness, confidentiality, and sound independent judgment.
Responsibilities:
- Partner with assigned Business Leaders to understand business talent requirements, forecasted talent needs, timelines, etc.
- Create proactive and consultative recruitment processes, sourcing strategies, and deliver on hiring needs in a quick manner.
- Manage daily and weekly reporting and updates to stakeholders.
- Build passive talent pipelines of pre-screened candidates who are interested in existing opportunities and/or future openings.
- Utilize in-house tracking mechanisms to track and market to pipelines to keep the candidates warm and engaged.
- Ensure candidates' communications are followed up on in a timely manner.
- Participate and drive intake sessions, recruiter meetings, etc. as assigned to gain a better understanding of business requirements.
- Leverage internal and external data to create fact-based, strategic sourcing plans.
REQUIRED QUALIFICATIONS:
- At least 3+ years of recruiting experience supporting a variety of professional roles across multiple locations.
- Strong initiative, sense of urgency, resourcefulness, professionalism, confidentiality, and sound judgment.
- Demonstrated experience partnering with hiring leaders at various levels across the organization, including Team Leaders, Regional Directors, and Vice Presidents.
- Proven track record of recruiting success, including sourcing and engaging passive candidates.
- Results-oriented with strong collaboration, influencing, problem-solving, and negotiation skills.
- Demonstrated ability to manage sourcing initiatives and build proactive talent pipelines while effectively assessing technical capabilities and behavioral competencies.
The healthcare system is always evolving — and it’s up to us to use our shared expertise to find new solutions that can keep up. On our growing team you’ll find the opportunity to constantly learn, collaborate across groups and explore new paths for your career.
Our associates are given the chance to contribute, think boldly and create meaningful work that makes a difference in the communities we serve around the world. We go beyond expectations in everything we do. Not only does that drive customer success and improve patient care, but that same enthusiasm is applied to giving back to the community and taking care of our team — including offering a competitive benefits package.
R1 RCM Inc. (“the Company”) is dedicated to the fundamentals of equal employment opportunity. The Company’s employment practices, including those regarding recruitment, hiring, assignment, promotion, compensation, benefits, training, discipline, and termination shall not be based on any person’s age, color, national origin, citizenship status, physical or mental disability, medical condition, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status or any other characteristic protected by federal, state or local law. Furthermore, the Company is dedicated to providing a workplace free from harassment based on any of the foregoing protected categories.
If you have a disability and require a reasonable accommodation to complete any part of the job application process, please contact us at 312-496-7709 for assistance.
CA PRIVACY NOTICE: California resident job applicants can learn more about their privacy rights California Consent.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Talent Acquisition Intern
Document your HR coursework and credentials early
PERM requires your employer to define minimum qualifications before advertising the role. Having transcripts, HR certificates, and any SHRM coursework ready ensures the job requirements are written around your actual background, not a generic template.
Target employers enrolled in E-Verify
E-Verify participation is a reliable signal that an employer has in-house immigration infrastructure. Companies already running electronic work-authorization checks are far more likely to have HR teams familiar with sponsoring PERM-based green cards for intern-to-hire pipelines.
Use Migrate Mate to filter for EB-2 and EB-3 sponsors
Searching for sponsoring employers manually is time-consuming. Migrate Mate surfaces companies with active green card filing histories in talent acquisition roles, so you can prioritize outreach to employers who have already run PERM for comparable positions.
Understand how your degree level affects EB-2 versus EB-3 eligibility
A bachelor's degree in HR, business, or a related field typically routes you into EB-3 as a professional. If you hold a master's degree, your employer may file under EB-2, which can mean shorter wait times for nationals of countries with shorter backlogs.
Negotiate the PERM filing timeline during the offer stage
PERM recruitment and DOL processing can take 12 to 18 months before an I-140 is even filed. Ask during the offer negotiation whether the employer will begin PERM within your first year, since starting the clock early protects your priority date.
Verify the prevailing wage before accepting an offer
DOL requires your employer to pay the OFLC Wage Search prevailing wage for the role's location and skill level. If the offer falls below that wage level, PERM will be denied regardless of how strong your credentials are.
Green Card Talent Acquisition Intern: Frequently Asked Questions
Can a Talent Acquisition Intern role realistically qualify for EB-3 green card sponsorship?
Yes, if the position requires a bachelor's degree in a related field such as human resources, business, or organizational psychology. EB-3 covers both professionals and skilled workers, and intern roles that carry formal degree requirements meet the threshold. The employer must run PERM recruitment to document that no qualified U.S. workers applied before sponsoring a foreign national.
How does PERM green card sponsorship differ from H-1B sponsorship for a Talent Acquisition Intern?
H-1B visa is a temporary nonimmigrant visa with an annual lottery cap and a six-year maximum stay. PERM-based green card sponsorship leads to permanent residency with no annual cap at the EB-3 category level for most countries. The tradeoff is time: PERM, I-140, and adjustment of status can take two to four years, but the outcome is lawful permanent residency rather than a visa that must be renewed or reapplied for.
Which employers are most likely to sponsor PERM for talent acquisition roles?
Large enterprises with dedicated HR departments and in-house immigration teams are the most consistent sponsors, particularly in tech, healthcare, and financial services. Companies enrolled in E-Verify and those with established intern-to-hire programs are more structured around immigration compliance. You can use Migrate Mate to identify companies with documented EB-2 and EB-3 filing histories in HR and talent acquisition job categories.
What happens to my green card case if I move from an intern role to a full-time position at the same employer?
If the full-time position is in the same occupational classification and the employer files a new PERM tied to that role, your priority date from the original filing can often be retained. USCIS allows you to port to a same or similar job after an I-140 has been approved for 180 days or more. Consult with your employer's immigration counsel before accepting a promotion or title change to avoid resetting the clock.
Does the PERM process require the Talent Acquisition Intern role to have a specific minimum degree requirement?
Yes. DOL requires that the job requirements listed in the PERM application reflect the employer's actual minimum requirements, not inflated credentials added to favor the foreign national candidate. For EB-3 professional sponsorship, a U.S. bachelor's degree or a foreign equivalent in a related field is the standard minimum. The job description used in PERM recruitment must match the offer letter and employment terms exactly.