Green Card Talent Operations Specialist Jobs
Talent Operations Specialist roles qualify for EB-2 or EB-3 green card sponsorship when the position requires a bachelor's degree in human resources, business administration, or a related field. Employers file PERM labor certification with DOL before sponsoring permanent residency, making this a direct path to a green card rather than a temporary work authorization.
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Get Access To All JobsINTRODUCTION
Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States. Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
As a Sourcer on our Talent Acquisition team, you will be a key partner to our recruiters and hiring managers, building and nurturing the candidate pipelines that fuel our growth. You will proactively identify, engage, and evaluate talent across a range of functions, while helping ensure every candidate has a thoughtful, professional experience with Vestwell. This is a hands-on role for someone who enjoys the craft of sourcing and wants to make a visible impact on how we hire.
What Will You Be Doing?
Day-to-day You Will Be Expected To
- Build pipelines proactively: Source passive and active candidates using LinkedIn Recruiter, Boolean searches, professional communities, and other channels to create diverse, qualified talent pools for open and upcoming roles.
- Engage candidates: Craft personalized outreach across email, LinkedIn, and other channels, follow up consistently, and build genuine interest in Vestwell and the opportunity.
- Screen and evaluate: Review inbound applications, conduct initial screening conversations, and assess candidates against defined role requirements to support objective, data-driven hiring decisions.
- Partner with recruiters and hiring managers: Participate in intake conversations, align on role requirements and ideal candidate profiles, share market insights, and refine sourcing strategy based on feedback.
- Manage the process in Greenhouse: Keep candidate records, notes, stages, and dispositions accurate and up to date so the team has clear visibility into pipeline health.
- Track and report: Monitor sourcing metrics such as outreach response rates, screen-to-submit ratios, and pipeline diversity, and use the data to continuously improve results.
- Deliver a great candidate experience: Communicate clearly and promptly, represent Vestwell's brand and culture, and ensure candidates feel respected whatever the outcome.
- Contribute to the team: Share best practices, help improve sourcing playbooks and templates, and support employer branding and recruiting events as needed.
- Own the end-to-end candidate interview process, from conducting initial interview screens to coordinating virtual and on-site interview panels across multiple time zones and stakeholder groups.
REQUIREMENTS
The Necessities:
- 1–3 years of experience in sourcing or recruiting, in an agency, in-house, or high-growth environment
- Demonstrated success building pipelines for professional roles; experience with technical, fintech, or other specialized hiring is a plus
- Hands-on experience with LinkedIn Recruiter and advanced search techniques
- Experience with an applicant tracking system, ideally Greenhouse
- Experience reviewing applications and conducting candidate screens against defined role criteria
- Ability to partner effectively with recruiters, hiring managers, and other stakeholders
The Extras
- Experience working in startup and or FinTech environment(s)
This role will be based in our Austin office, and will be part of Vestwell's hybrid in-office operation. This role will be hired on a W-2, contract-to-hire basis of up to 3 months, with the potential to extend and/or convert to full-time employment. The expected hourly range for this position is $35 - $40/hour base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
Full-Time Employee Benefits
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
INTRODUCTION
Vestwell is the financial technology company powering the new savings economy. The New York City-based fintech platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 790,000 businesses and more than 2.75 million active savers, with over $57 billion in assets saved across all 50 United States. Vestwell offers a range of products, including workplace-delivered retirement plans, employer-offered student loan repayment benefits, and various savings accounts for education, emergencies, and individuals with disabilities. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
As a Sourcer on our Talent Acquisition team, you will be a key partner to our recruiters and hiring managers, building and nurturing the candidate pipelines that fuel our growth. You will proactively identify, engage, and evaluate talent across a range of functions, while helping ensure every candidate has a thoughtful, professional experience with Vestwell. This is a hands-on role for someone who enjoys the craft of sourcing and wants to make a visible impact on how we hire.
What Will You Be Doing?
Day-to-day You Will Be Expected To
- Build pipelines proactively: Source passive and active candidates using LinkedIn Recruiter, Boolean searches, professional communities, and other channels to create diverse, qualified talent pools for open and upcoming roles.
- Engage candidates: Craft personalized outreach across email, LinkedIn, and other channels, follow up consistently, and build genuine interest in Vestwell and the opportunity.
- Screen and evaluate: Review inbound applications, conduct initial screening conversations, and assess candidates against defined role requirements to support objective, data-driven hiring decisions.
- Partner with recruiters and hiring managers: Participate in intake conversations, align on role requirements and ideal candidate profiles, share market insights, and refine sourcing strategy based on feedback.
- Manage the process in Greenhouse: Keep candidate records, notes, stages, and dispositions accurate and up to date so the team has clear visibility into pipeline health.
- Track and report: Monitor sourcing metrics such as outreach response rates, screen-to-submit ratios, and pipeline diversity, and use the data to continuously improve results.
- Deliver a great candidate experience: Communicate clearly and promptly, represent Vestwell's brand and culture, and ensure candidates feel respected whatever the outcome.
- Contribute to the team: Share best practices, help improve sourcing playbooks and templates, and support employer branding and recruiting events as needed.
- Own the end-to-end candidate interview process, from conducting initial interview screens to coordinating virtual and on-site interview panels across multiple time zones and stakeholder groups.
REQUIREMENTS
The Necessities:
- 1–3 years of experience in sourcing or recruiting, in an agency, in-house, or high-growth environment
- Demonstrated success building pipelines for professional roles; experience with technical, fintech, or other specialized hiring is a plus
- Hands-on experience with LinkedIn Recruiter and advanced search techniques
- Experience with an applicant tracking system, ideally Greenhouse
- Experience reviewing applications and conducting candidate screens against defined role criteria
- Ability to partner effectively with recruiters, hiring managers, and other stakeholders
The Extras
- Experience working in startup and or FinTech environment(s)
This role will be based in our Austin office, and will be part of Vestwell's hybrid in-office operation. This role will be hired on a W-2, contract-to-hire basis of up to 3 months, with the potential to extend and/or convert to full-time employment. The expected hourly range for this position is $35 - $40/hour base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
Full-Time Employee Benefits
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Talent Operations Specialist
Translate your HR credentials for PERM review
PERM requires your employer to prove the role needs your specific qualifications. Gather transcripts, professional certificates, and a degree equivalency letter if your HR or business degree came from outside the U.S., so the DOL audit process doesn't stall your case.
Target employers with active PERM filing history
Search the OFLC Foreign Labor Certification Data Center disclosure files for Talent Operations or HR Operations job titles. Employers who have filed PERM for similar roles before understand the process and are far less likely to withdraw sponsorship mid-petition.
Clarify the EB-2 versus EB-3 tier before accepting an offer
If your Talent Operations role requires only a bachelor's degree, most employers file EB-3. Roles demanding a master's or specialized expertise in workforce analytics or HRIS implementation can qualify for EB-2, which may mean shorter wait times for certain nationalities.
Use Migrate Mate to find sponsoring employers faster
Filtering job postings for green card sponsorship willingness by role title wastes time without verified data. Migrate Mate surfaces employers with documented EB-2 and EB-3 sponsorship history specifically for Talent Operations and HR roles, so you apply where sponsorship is already established.
Negotiate PERM filing timing into your offer letter
PERM labor certification can take 12 to 18 months after filing, plus additional time for I-140 and adjustment of status. Ask your employer to commit to a PERM filing start date in writing before you accept, not after your first performance review.
Check the prevailing wage before your salary negotiation
PERM requires your offered salary to meet or exceed the DOL prevailing wage for your Talent Operations job title and work location. Run your role's SOC code through the OFLC Wage Search before negotiating, so your salary doesn't fall below the threshold and trigger a DOL rejection.
Green Card Talent Operations Specialist: Frequently Asked Questions
Do Talent Operations Specialist roles typically qualify for EB-2 or EB-3 green card sponsorship?
Most Talent Operations Specialist positions qualify under EB-3 because they require a bachelor's degree in human resources, business administration, or a related field rather than an advanced degree. Roles that specifically require a master's degree or that involve highly specialized workforce systems work may qualify under EB-2. Your employer's attorney and the actual job duties drive the classification, not the job title alone.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa is a temporary work visa with an annual lottery and a cap, while EB-2 and EB-3 green card sponsorship leads to permanent residency with no lottery. The PERM labor certification process adds 12 to 24 months of DOL review before the I-140 petition even begins, so green card timelines are longer, but the outcome is lawful permanent resident status rather than a visa you must renew.
What does the PERM labor certification process require from my employer for this role?
Your employer must conduct a DOL-prescribed recruitment campaign to prove no qualified U.S. worker is available for the Talent Operations Specialist position. This includes posting the role with specific content, running print ads, and documenting all rejections. The employer then submits the ETA Form 9089 to DOL. This process typically takes six to twelve months before PERM is certified and the I-140 petition can be filed.
Where can I find Talent Operations Specialist jobs that offer green card sponsorship?
Standard job postings rarely specify PERM or EB sponsorship in the listing. Migrate Mate is built specifically for this search, surfacing Talent Operations Specialist roles at employers with verified EB-2 and EB-3 filing history. Searching by role and sponsorship track saves significant time compared to applying broadly and asking about green card support only after an interview.
Can I use O*NET to understand how DOL classifies my Talent Operations role for PERM purposes?
Yes. The O*NET occupation profile for HR specialists and related roles lists the standard job zone, typical education requirements, and core tasks that DOL uses as a benchmark when reviewing PERM applications. Reviewing your role's O*NET classification helps you and your employer ensure the ETA Form 9089 job description aligns with DOL expectations, reducing the risk of an audit or denial.