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 JobsINTRODUCTION
The Manager, Recruitment Systems & Processes is responsible for managing and supporting a variety of Talent Acquisition technology products and processes. This will include implementations and projects, supporting day to day operations, and leading enhancements/upgrades. The individual will partner with HR and Business leaders to understand their business requirements and identify technology solutions that meet those requirements. The individual will help to oversee Global Contingent Labor systems and processes.
ESSENTIAL JOB DUTIES:
- Partner with senior HR leaders to examine internal technology agreements and provide support to move to new technologies.
- Support Fortrea global contingent labor programs and ensure smooth processing of all transitions in Workday. Help to align staffing agencies and suppliers between Workday and the global Recruiters. Partner with Procurement to maintain current Agency contracts.
- Play a key role in the support of the Workday HCM platform for global users.
- Provide support in the management of 3rd party vendor products, system integrations, and relationships, such as LinkedIn, Phenom CRM, Indeed, etc.
- Design and deliver Recruitment technology & process product training to both new and existing users.
- Partner with internal customers to understand business objectives and key drivers behind those objectives.
- Work with cross-functional team (HR/IT/Finance) to ensure seamless product performance across the organization.
Education:
University Degree preferred.
Experience:
7+ years of experience providing high level HR technology expertise in the areas of new product implementations, projects, daily support, and user training.
Strong Human Capital Management systems experience. Hands-on Workday user support experience strongly preferred.
Background in Contingent Labor recruitment, management, and processes.
Strong project management, problem solving and analytical skills.
Strong experience managing HR Technology vendors, suppliers, and agencies. Experience should include the areas of relationship management, systems integration, contracts, and product support.
Excellent interpersonal skills including the ability to interact with individuals at all levels within the organization.
Must reside in a US East or Central Coast time zone. Preferred location is the Raleigh/Durham, NC area.
PAY RANGE:
90,000k – 120,000k USD
BENEFITS:
All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. Regular, full-time or part-time employees working 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(K), ESPP, Paid time off (PTO) or Flexible time off (FTO), Company bonus where applicable. For more detailed information, please click here.
Application deadline: September 22, 2026
Learn more about our EEO & Accommodations request here.
INTRODUCTION
The Manager, Recruitment Systems & Processes is responsible for managing and supporting a variety of Talent Acquisition technology products and processes. This will include implementations and projects, supporting day to day operations, and leading enhancements/upgrades. The individual will partner with HR and Business leaders to understand their business requirements and identify technology solutions that meet those requirements. The individual will help to oversee Global Contingent Labor systems and processes.
ESSENTIAL JOB DUTIES:
- Partner with senior HR leaders to examine internal technology agreements and provide support to move to new technologies.
- Support Fortrea global contingent labor programs and ensure smooth processing of all transitions in Workday. Help to align staffing agencies and suppliers between Workday and the global Recruiters. Partner with Procurement to maintain current Agency contracts.
- Play a key role in the support of the Workday HCM platform for global users.
- Provide support in the management of 3rd party vendor products, system integrations, and relationships, such as LinkedIn, Phenom CRM, Indeed, etc.
- Design and deliver Recruitment technology & process product training to both new and existing users.
- Partner with internal customers to understand business objectives and key drivers behind those objectives.
- Work with cross-functional team (HR/IT/Finance) to ensure seamless product performance across the organization.
Education:
University Degree preferred.
Experience:
7+ years of experience providing high level HR technology expertise in the areas of new product implementations, projects, daily support, and user training.
Strong Human Capital Management systems experience. Hands-on Workday user support experience strongly preferred.
Background in Contingent Labor recruitment, management, and processes.
Strong project management, problem solving and analytical skills.
Strong experience managing HR Technology vendors, suppliers, and agencies. Experience should include the areas of relationship management, systems integration, contracts, and product support.
Excellent interpersonal skills including the ability to interact with individuals at all levels within the organization.
Must reside in a US East or Central Coast time zone. Preferred location is the Raleigh/Durham, NC area.
PAY RANGE:
90,000k – 120,000k USD
BENEFITS:
All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. Regular, full-time or part-time employees working 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(K), ESPP, Paid time off (PTO) or Flexible time off (FTO), Company bonus where applicable. For more detailed information, please click here.
Application deadline: September 22, 2026
Learn more about our EEO & Accommodations request here.
See all 169+ 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.