H-1B Visa Corporate Recruiter Jobs
Corporate Recruiter roles qualify for H-1B visa sponsorship when the position requires a bachelor's degree in human resources, business, or a related field. Many mid-size and enterprise employers file H-1B petitions for in-house recruiters, particularly in tech, healthcare, and financial services, where specialized talent acquisition skills are in consistent demand.
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Get Access To All JobsTo support ERM’s continued growth ambitions, we are seeking a Senior Corporate Executive Recruiter to join our North America Talent Acquisition team.
Reporting to the North America Regional Sr. Manager, Talent Acquisition, you will lead the identification, engagement, and recruitment of senior and Partner-level talent across ERM’s businesses, sectors, and key client areas.
This is a senior individual contributor role combining executive search, strategic sourcing, talent intelligence, market mapping, and senior stakeholder partnership. You will build external talent pipelines that support both immediate hiring requirements and future business growth.
At ERM, our senior executives are Partners who have a financial investment in the organization. You will play an important role in identifying and engaging individuals with the technical expertise, leadership capability, commercial mindset, and values to contribute to ERM’s continued success.
Key Responsibilities
- Lead end-to-end recruitment for Partner and senior-level positions across North America.
- Partner with senior business leaders to understand growth plans, capability gaps, succession needs, and future talent requirements.
- Develop targeted executive search and sourcing strategies for specialist and difficult-to-find talent.
- Conduct talent mapping and market intelligence to identify competitor talent, emerging capabilities, market trends, and potential talent pools.
- Build and maintain proactive pipelines of senior external talent for current and future Partner hiring needs.
- Engage passive senior-level candidates and develop long-term relationships with prospective ERM Partners.
- Use direct sourcing channels including LinkedIn Recruiter, professional networks, industry communities, referrals, and ERM's career channels.
- Apply AI-enabled recruiting tools and AI agents appropriately to improve sourcing, research, talent mapping, pipeline development, reporting, and recruiter productivity while maintaining appropriate human oversight.
- Deliver excellent experience for candidates and hiring leaders throughout the recruitment lifecycle.
- Act as a trusted talent adviser to senior leaders, providing insight on talent availability, market conditions, search strategy, candidate pipelines, and potential hiring risks.
- Maintain rigor and consistency in executive selection and assessment and support hiring leaders with effective interviewing and candidate evaluation.
- Partner with external executive search firms when specialist market coverage or additional capability is required.
- Track and communicate recruitment activity, talent pipelines, time to hire, source effectiveness, and other relevant recruitment measures.
- Maintain accurate candidate and recruitment information within Workday Recruiting to support reporting, governance, compliance, and audit requirements.
- Ensure recruitment activities comply with ERM policies and applicable employment legislation.
- Collaborate with Talent Acquisition colleagues across regions to share market intelligence, candidates, sourcing approaches, and best practices.
- Represent ERM as a brand ambassador in all internal and external talent engagements.
What You'll Bring
- Typically, 4–5+ years of relevant recruitment experience, with experience recruiting senior, executive, or Partner-level talent.
- Demonstrated success recruiting specialist, niche, or difficult-to-find talent, ideally within professional services, environmental consulting, engineering, energy, mining, sustainability, or related technical sectors.
- Strong executive sourcing capabilities, including market mapping, talent identification, pipeline development, research, and direct candidate engagement.
- Experience managing recruitment processes from talent identification through assessment, selection, offer, and onboarding handoff.
- Strong business acumen with the ability to understand business growth priorities and translate them into practical talent and sourcing strategies.
- Confidence and credibility engaging with senior business leaders and experienced executive candidates.
- Strong relationship-building and stakeholder-management skills with the ability to operate as a trusted talent adviser.
- Excellent written and verbal communication skills.
- Experience using recruitment technology and applicant tracking systems. Familiarity with Workday Recruiting is preferred.
- Familiarity with AI-enabled recruiting tools, generative AI, and AI agents, with an interest in applying these technologies responsibly to research, sourcing, talent intelligence, reporting, and recruitment workflows.
- An understanding of the importance of human oversight, confidentiality, data privacy, and responsible AI use when applying AI within recruitment.
- Strong attention to detail and experience using recruitment data and market intelligence to inform decision-making.
- Ability to collaborate effectively across geographies and within a global Talent Acquisition organization.
- A proactive, curious, and commercially minded approach, with the ability to challenge traditional sourcing methods and identify new approaches to finding talent.
- Academic requirements will depend on the area of specialization. Relevant professional experience and demonstrated capability will also be considered.
What Success Looks Like
Success in this role will include:
- Building sustainable pipelines of Partner and executive-level talent ahead of hiring demand.
- Expanding ERM’s access to scarce, specialist, and strategically important talent.
- Increasing the effectiveness of direct sourcing and reducing unnecessary reliance on external executive search firms.
- Bringing meaningful talent and market intelligence into hiring and workforce decisions.
- Using AI and AI agents responsibly to improve recruiter productivity, research, sourcing, and talent insights while keeping people at the center of hiring decisions.
- Delivering consistent, high-quality experience for candidates and business stakeholders.
- Maintaining strong recruitment governance, data quality, and process discipline.
- Contributing to greater consistency and collaboration in Partner recruitment across ERM globally.
Who We Are:
As the largest global pure play sustainability consultancy, we partner with the world’s leading organizations, creating innovative solutions to sustainability challenges and unlocking commercial opportunities that meet the needs of today while preserving opportunity for future generations.
At ERM we know that creating a diverse, equitable and inclusive work environment is an essential part of making our company a great place to build a career. We also see our diversity as a strength that helps us create better solutions for our clients. Our diverse team of world-class experts supports clients across the breadth of their organizations to operationalize sustainability, underpinned by our deep technical expertise in addressing their environmental, health, safety, risk and social issues. We call this capability our “boots to boardroom” approach for its comprehensive service model that allows ERM to develop strategic and technical solutions that advance objectives on the ground or at the executive level.
Please submit your resume and brief cover letter.
ERM does not accept recruiting agency resumes. Please do not forward resumes to our jobs alias, ERM employees or any other company location. ERM is not responsible for any fees related to unsolicited resumes.
ERM is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, gender identity, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
Thank you for your interest in ERM!
LI-BB1
LI-Hybrid
To support ERM’s continued growth ambitions, we are seeking a Senior Corporate Executive Recruiter to join our North America Talent Acquisition team.
Reporting to the North America Regional Sr. Manager, Talent Acquisition, you will lead the identification, engagement, and recruitment of senior and Partner-level talent across ERM’s businesses, sectors, and key client areas.
This is a senior individual contributor role combining executive search, strategic sourcing, talent intelligence, market mapping, and senior stakeholder partnership. You will build external talent pipelines that support both immediate hiring requirements and future business growth.
At ERM, our senior executives are Partners who have a financial investment in the organization. You will play an important role in identifying and engaging individuals with the technical expertise, leadership capability, commercial mindset, and values to contribute to ERM’s continued success.
Key Responsibilities
- Lead end-to-end recruitment for Partner and senior-level positions across North America.
- Partner with senior business leaders to understand growth plans, capability gaps, succession needs, and future talent requirements.
- Develop targeted executive search and sourcing strategies for specialist and difficult-to-find talent.
- Conduct talent mapping and market intelligence to identify competitor talent, emerging capabilities, market trends, and potential talent pools.
- Build and maintain proactive pipelines of senior external talent for current and future Partner hiring needs.
- Engage passive senior-level candidates and develop long-term relationships with prospective ERM Partners.
- Use direct sourcing channels including LinkedIn Recruiter, professional networks, industry communities, referrals, and ERM's career channels.
- Apply AI-enabled recruiting tools and AI agents appropriately to improve sourcing, research, talent mapping, pipeline development, reporting, and recruiter productivity while maintaining appropriate human oversight.
- Deliver excellent experience for candidates and hiring leaders throughout the recruitment lifecycle.
- Act as a trusted talent adviser to senior leaders, providing insight on talent availability, market conditions, search strategy, candidate pipelines, and potential hiring risks.
- Maintain rigor and consistency in executive selection and assessment and support hiring leaders with effective interviewing and candidate evaluation.
- Partner with external executive search firms when specialist market coverage or additional capability is required.
- Track and communicate recruitment activity, talent pipelines, time to hire, source effectiveness, and other relevant recruitment measures.
- Maintain accurate candidate and recruitment information within Workday Recruiting to support reporting, governance, compliance, and audit requirements.
- Ensure recruitment activities comply with ERM policies and applicable employment legislation.
- Collaborate with Talent Acquisition colleagues across regions to share market intelligence, candidates, sourcing approaches, and best practices.
- Represent ERM as a brand ambassador in all internal and external talent engagements.
What You'll Bring
- Typically, 4–5+ years of relevant recruitment experience, with experience recruiting senior, executive, or Partner-level talent.
- Demonstrated success recruiting specialist, niche, or difficult-to-find talent, ideally within professional services, environmental consulting, engineering, energy, mining, sustainability, or related technical sectors.
- Strong executive sourcing capabilities, including market mapping, talent identification, pipeline development, research, and direct candidate engagement.
- Experience managing recruitment processes from talent identification through assessment, selection, offer, and onboarding handoff.
- Strong business acumen with the ability to understand business growth priorities and translate them into practical talent and sourcing strategies.
- Confidence and credibility engaging with senior business leaders and experienced executive candidates.
- Strong relationship-building and stakeholder-management skills with the ability to operate as a trusted talent adviser.
- Excellent written and verbal communication skills.
- Experience using recruitment technology and applicant tracking systems. Familiarity with Workday Recruiting is preferred.
- Familiarity with AI-enabled recruiting tools, generative AI, and AI agents, with an interest in applying these technologies responsibly to research, sourcing, talent intelligence, reporting, and recruitment workflows.
- An understanding of the importance of human oversight, confidentiality, data privacy, and responsible AI use when applying AI within recruitment.
- Strong attention to detail and experience using recruitment data and market intelligence to inform decision-making.
- Ability to collaborate effectively across geographies and within a global Talent Acquisition organization.
- A proactive, curious, and commercially minded approach, with the ability to challenge traditional sourcing methods and identify new approaches to finding talent.
- Academic requirements will depend on the area of specialization. Relevant professional experience and demonstrated capability will also be considered.
What Success Looks Like
Success in this role will include:
- Building sustainable pipelines of Partner and executive-level talent ahead of hiring demand.
- Expanding ERM’s access to scarce, specialist, and strategically important talent.
- Increasing the effectiveness of direct sourcing and reducing unnecessary reliance on external executive search firms.
- Bringing meaningful talent and market intelligence into hiring and workforce decisions.
- Using AI and AI agents responsibly to improve recruiter productivity, research, sourcing, and talent insights while keeping people at the center of hiring decisions.
- Delivering consistent, high-quality experience for candidates and business stakeholders.
- Maintaining strong recruitment governance, data quality, and process discipline.
- Contributing to greater consistency and collaboration in Partner recruitment across ERM globally.
Who We Are:
As the largest global pure play sustainability consultancy, we partner with the world’s leading organizations, creating innovative solutions to sustainability challenges and unlocking commercial opportunities that meet the needs of today while preserving opportunity for future generations.
At ERM we know that creating a diverse, equitable and inclusive work environment is an essential part of making our company a great place to build a career. We also see our diversity as a strength that helps us create better solutions for our clients. Our diverse team of world-class experts supports clients across the breadth of their organizations to operationalize sustainability, underpinned by our deep technical expertise in addressing their environmental, health, safety, risk and social issues. We call this capability our “boots to boardroom” approach for its comprehensive service model that allows ERM to develop strategic and technical solutions that advance objectives on the ground or at the executive level.
Please submit your resume and brief cover letter.
ERM does not accept recruiting agency resumes. Please do not forward resumes to our jobs alias, ERM employees or any other company location. ERM is not responsible for any fees related to unsolicited resumes.
ERM is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, gender identity, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
Thank you for your interest in ERM!
LI-BB1
LI-Hybrid
See all 39+ H-1B Visa Corporate Recruiter Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Corporate Recruiter Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Corporate Recruiter
Frame your degree for specialty occupation
USCIS requires that Corporate Recruiter roles qualify as specialty occupations. A degree in human resources, industrial-organizational psychology, or business administration strengthens your case more than a general liberal arts credential when your employer files the petition.
Target employers enrolled in E-Verify
STEM OPT and H-1B transitions go smoother at E-Verify-enrolled employers. For Corporate Recruiter roles, in-house HR teams at large tech and healthcare companies are more likely to be enrolled and experienced with sponsorship workflows.
Search verified H-1B sponsors on Migrate Mate
Filter Corporate Recruiter openings by employers with confirmed H-1B LCA filing history. Migrate Mate surfaces DOL Labor Condition Application data by role and employer so you can target companies that have sponsored this exact job title before.
Use O*NET to anchor your specialty occupation argument
The O*NET occupation profile for Corporate Recruiters documents the knowledge requirements tied to HR theory, labor law, and organizational behavior. Referencing this in your employer's petition support letter reinforces the degree-requirement argument USCIS evaluates.
Verify your prevailing wage tier before accepting an offer
Run your offered compensation against the OFLC Wage Search using the correct SOC code for your location before signing. Underpaying the prevailing wage on the LCA is a filing error your employer can't fix retroactively without delaying your start date.
Negotiate petition timing around the cap window
H-1B cap-subject petitions can only be filed starting April 1, with an October 1 employment start date. If you're transitioning from OPT, confirm your employer's timeline aligns so your authorization doesn't lapse during the gap between OPT expiry and H-1B activation.
H-1B Visa Corporate Recruiter: Frequently Asked Questions
Does a Corporate Recruiter role qualify as an H-1B specialty occupation?
Yes, if the position genuinely requires at least a bachelor's degree in a specific field such as human resources, business, or industrial-organizational psychology. Roles framed as general staffing or administrative support are harder to defend. Your employer's petition should document why a degree in a directly related field is a normal requirement for the role, not just a preference.
Which employers sponsor H-1B visas for Corporate Recruiters?
Large technology companies, healthcare systems, financial institutions, and enterprise consulting firms most commonly file H-1B petitions for in-house Corporate Recruiter roles. These employers typically have established immigration programs and HR teams familiar with the LCA and I-129 process. You can filter for employers with confirmed H-1B LCA filing history for this role on Migrate Mate.
Can my employer use a staffing agency to file my H-1B as a Corporate Recruiter?
Only if you're actually placed at a client site and the staffing firm is the true employer of record. Most Corporate Recruiter roles are direct hires working in-house, which makes the filing straightforward. Third-party placement arrangements for HR roles face additional USCIS scrutiny around employer-employee relationship, so a direct employment structure is cleaner.
What SOC code applies to Corporate Recruiter roles for LCA purposes?
Most Corporate Recruiter positions are classified under SOC code 13-1071 (Human Resources Specialists) for DOL LCA filings. Some talent acquisition roles at director level may fall under 11-3121 (Human Resources Managers). The SOC code determines the prevailing wage level your employer must certify, so confirm the correct classification with your employer before the LCA is submitted.
What happens to my H-1B if my employer does a layoff after sponsoring me?
You enter a 60-day grace period from your last day of employment to find a new sponsor, file a change of status, or depart the U.S. Your new employer would need to file a new H-1B petition, and if you're cap-subject, you'd need to have been previously counted or wait for the next lottery. Acting quickly within that window is critical.