Green Card Talent Acquisition Specialist Jobs
Talent Acquisition Specialist roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree in human resources, business, or a related field. Employers file a PERM labor certification with DOL before sponsoring you for permanent residency, not just a temporary work authorization.
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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 as a Talent Acquisition Specialist
Document your HR credentials before applying
Gather degree transcripts, SHRM certifications, and employment verification letters that confirm your specialty occupation background. PERM filings require your employer to prove your qualifications match the role's minimum requirements, so gaps in your credential record can delay the labor certification.
Target employers with dedicated HR functions
Mid-to-large companies with in-house legal or HR compliance teams are far more likely to have run PERM cases before. A talent team that has sponsored previous TA roles understands the DOL recruitment advertising obligations and won't be surprised by the process.
Search for sponsoring employers through Migrate Mate
Use Migrate Mate to filter Talent Acquisition Specialist openings by employers with verified green card sponsorship history. That narrows your search to organizations already familiar with PERM filings for TA and HR roles specifically.
Ask about EB-2 versus EB-3 before accepting an offer
If your role requires only a bachelor's degree, the employer may file under EB-3. If you hold a master's or equivalent in HR or organizational psychology, push for EB-2 classification at the I-140 stage, which can affect priority date movement depending on your country of birth.
Understand how PERM recruitment obligations affect your timeline
Before filing PERM with DOL, your employer must run a federally prescribed recruitment campaign and prove no qualified U.S. workers were available. That process typically adds several months before your I-140 petition can even be filed with USCIS.
Use the OFLC Wage Search to verify your offered salary
PERM requires your employer to pay at least the prevailing wage for Talent Acquisition Specialists in your work location. Check the OFLC Wage Search before signing an offer to confirm the proposed salary meets or exceeds the DOL wage level for your role and geography.
Green Card Talent Acquisition Specialist: Frequently Asked Questions
Do Talent Acquisition Specialist roles qualify for green card sponsorship?
Yes. Talent Acquisition Specialist positions typically require a bachelor's degree in human resources, business administration, or a related field, which satisfies the specialty occupation standard for EB-2 and EB-3 eligibility. Your employer must file a PERM labor certification with DOL, followed by an I-140 immigrant petition with USCIS, before you can adjust status to permanent residency.
How does green card sponsorship differ from H-1B for this role?
H-1B visa is a temporary nonimmigrant status, typically valid for three years at a time, and subject to an annual cap and lottery for most employers. EB-2 and EB-3 green card sponsorship leads to permanent residency with no cap at the petition level. PERM adds a DOL recruitment phase before filing, making the overall timeline longer, but the outcome is lawful permanent resident status rather than a visa that must be renewed.
What documentation should I prepare before a sponsoring employer files PERM?
Compile official transcripts, degree certificates, any SHRM or HRCI certifications, and employment verification letters covering your relevant work history. Your employer's immigration attorney will use these to complete the ETA Form 9089 and demonstrate that your qualifications meet the PERM job requirements. Missing or informal documents are one of the most common causes of PERM delays for HR professionals.
How long does the full EB-3 green card process take for a Talent Acquisition Specialist?
From PERM filing to receiving your green card, candidates from most countries outside India and China can expect a total timeline of roughly two to four years, depending on DOL processing, USCIS I-140 adjudication, and adjustment of status wait times. PERM itself is taking around 12 to 18 months at DOL. Audit risk and RFEs from USCIS can add several more months at the I-140 stage.
How do I find Talent Acquisition Specialist jobs where employers already sponsor green cards?
Use Migrate Mate to search Talent Acquisition Specialist openings filtered by employers with confirmed green card sponsorship history. This saves significant time compared to applying broadly and discovering sponsorship availability only after multiple interview rounds. Targeting employers who have filed PERM cases for similar HR roles in the past means you're entering a process the employer already understands.