H-1B Visa Recruiter Jobs
Recruiter roles qualify for H-1B visa sponsorship when the position requires a bachelor's degree in human resources, business, psychology, or a related field. Staffing agencies, RPO firms, and large in-house talent teams regularly file LCAs for Recruiter and Talent Acquisition Specialist positions under SOC code 13-1071.
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Get Access To All JobsWhy Join GEICO?
At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.
Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide.
Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers.
ROLE AND RESPONSIBILITIES
A Manager of People Tech Engineering leads the activities of configuration and reporting engineers who design and improve user experience, revise existing business process configurations, and introduce new technologies that support Human Resource processes and programs inside GEICO’s People Group department.
This leader will focus primarily on Talent Acquisition and Onboarding and will coach and develop a team of engineers who are responsible for consulting with business partners to scope and plan work, capture business process requirements, define configuration, create and lead testing for changes and effectively implement change into a production environment.
This lead leader will balance working with partners to identify and scope work that is prioritized and planned based on capacity with developing a high performing team of associates who have clarity and direction to move efficiently and effectively for the benefit of their business partners.
Essential Functions:
- Lead a high-performing team, including directing and managing the work of others, conducting regular check-ins to ensure each member of the team has clarity and is on track.
- Facilitate processes associated with the employee lifecycle, ensuring associates have access to development, real-time feedback, formal feedback and line of sight to the value they add to GEICO.
- Align with leadership – inside People Tech and larger People Group organization – to ensure work is scoped and scaled within conditions of satisfaction with an eye to capacity planning and prioritization.
- Manage the long-term TA Tech roadmap, including scope, milestones, deliverables, dependencies, resources, risks, issues, and decision points.
- Oversee TA Tech team and individual activities, performance, deliverables, and issue resolution to ensure alignment with expectations, standards, and approved scope.
- Prepare senior leader-level reporting, presentations, and communications that summarize progress, risks, decisions, and escalations.
- Drive delivery and execution activities across the team, through process design, configuration, testing, deployment planning, and transition to support.
- Identify and manage resource constraints, delivery risks, control impacts, and cross-functional dependencies; recommend mitigation plans and escalate issues as needed.
- Promote standardization, compliance, documentation discipline, and sustainable operating practices throughout the team-supported Workday SKUs.
BASIC QUALIFICATIONS
- 7+ years of HR technology, program and process experience
- 2+ years leading an HR Technology Team
- 2+ years working on a talent acquisition team, either as a leader or individual contributor preferred
- 2+ years supporting pre-employment or onboarding activities
- Workday Talent Acquisition PRO certification preferred
COMPENSATION
- Annual Salary: $110,000.00 - $230,000.00
The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations.
GEICO will consider sponsoring a new qualified applicant for employment authorization for this position.
The GEICO Pledge:
Great Company: Protecting customers through life’s twists and turns with innovation and integrity.
Great Careers: Personalized development programs, mentorship, and certification assistance.
Great Culture: Inclusive and collaborative culture rooted in shared success.
Great Rewards: Competitive pay, benefits, and flexibility to support your well-being and future.
The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.
GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.
Why Join GEICO?
At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.
Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide.
Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers.
ROLE AND RESPONSIBILITIES
A Manager of People Tech Engineering leads the activities of configuration and reporting engineers who design and improve user experience, revise existing business process configurations, and introduce new technologies that support Human Resource processes and programs inside GEICO’s People Group department.
This leader will focus primarily on Talent Acquisition and Onboarding and will coach and develop a team of engineers who are responsible for consulting with business partners to scope and plan work, capture business process requirements, define configuration, create and lead testing for changes and effectively implement change into a production environment.
This lead leader will balance working with partners to identify and scope work that is prioritized and planned based on capacity with developing a high performing team of associates who have clarity and direction to move efficiently and effectively for the benefit of their business partners.
Essential Functions:
- Lead a high-performing team, including directing and managing the work of others, conducting regular check-ins to ensure each member of the team has clarity and is on track.
- Facilitate processes associated with the employee lifecycle, ensuring associates have access to development, real-time feedback, formal feedback and line of sight to the value they add to GEICO.
- Align with leadership – inside People Tech and larger People Group organization – to ensure work is scoped and scaled within conditions of satisfaction with an eye to capacity planning and prioritization.
- Manage the long-term TA Tech roadmap, including scope, milestones, deliverables, dependencies, resources, risks, issues, and decision points.
- Oversee TA Tech team and individual activities, performance, deliverables, and issue resolution to ensure alignment with expectations, standards, and approved scope.
- Prepare senior leader-level reporting, presentations, and communications that summarize progress, risks, decisions, and escalations.
- Drive delivery and execution activities across the team, through process design, configuration, testing, deployment planning, and transition to support.
- Identify and manage resource constraints, delivery risks, control impacts, and cross-functional dependencies; recommend mitigation plans and escalate issues as needed.
- Promote standardization, compliance, documentation discipline, and sustainable operating practices throughout the team-supported Workday SKUs.
BASIC QUALIFICATIONS
- 7+ years of HR technology, program and process experience
- 2+ years leading an HR Technology Team
- 2+ years working on a talent acquisition team, either as a leader or individual contributor preferred
- 2+ years supporting pre-employment or onboarding activities
- Workday Talent Acquisition PRO certification preferred
COMPENSATION
- Annual Salary: $110,000.00 - $230,000.00
The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations.
GEICO will consider sponsoring a new qualified applicant for employment authorization for this position.
The GEICO Pledge:
Great Company: Protecting customers through life’s twists and turns with innovation and integrity.
Great Careers: Personalized development programs, mentorship, and certification assistance.
Great Culture: Inclusive and collaborative culture rooted in shared success.
Great Rewards: Competitive pay, benefits, and flexibility to support your well-being and future.
The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.
GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.
See all 1,196+ H-1B Visa Recruiter Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Recruiter
Verify your degree field matches the role
USCIS requires your degree to relate directly to the Recruiter position. A bachelor's in HR, organizational psychology, or business administration satisfies specialty occupation. A general arts degree without relevant coursework can trigger an RFE.
Target employers enrolled in E-Verify
STEM OPT extensions require E-Verify enrollment, but it also signals that an employer has an established compliance infrastructure and is more likely to have filed H-1B petitions before. Prioritize these companies during your search.
Look up prevailing wage before negotiating your offer
Use the OFLC Wage Search to check the wage level for SOC code 13-1071 in your target city before your offer conversation. Your employer must pay at least the prevailing wage on the LCA, so knowing Level I through IV rates protects you.
Search H-1B-sponsoring employers on Migrate Mate
Filter by DOL Labor Condition Application data on Migrate Mate to find employers who have actively filed for Recruiter and Talent Acquisition roles. This cuts out guesswork and focuses your applications on verified sponsors.
Ask about agency versus in-house sponsor structures
Staffing and RPO agencies can be H-1B petitioners, but the employer of record matters for prevailing wage and worksite compliance. Confirm whether the agency or the client company is listed as the sponsoring employer on your LCA before signing an offer.
File your I-129 petition with cap timing in mind
H-1B cap registration opens in March and employment can't begin before October 1. If you're on OPT, confirm your EAD expiration date and whether cap-gap coverage applies so you don't have an unauthorized gap between your OPT end date and H-1B start.
H-1B Visa Recruiter: Frequently Asked Questions
Does a Recruiter role qualify as a specialty occupation for H-1B purposes?
Yes, but the employer must demonstrate that the position normally requires a bachelor's degree in a specific field such as human resources, business administration, or organizational psychology. Generic HR titles without a defined degree requirement have drawn RFEs, so ask the employer to document the educational requirement in the job description before USCIS reviews the petition.
Which SOC code do employers typically use when filing an LCA for a Recruiter?
Most employers file under SOC code 13-1071 (Human Resources Specialists) or 13-1071.01 (Employment, Recruitment, and Placement Specialists). The O*NET profile for 13-1071 confirms this is a Job Zone 4 occupation requiring substantial preparation, which supports the specialty occupation argument. Make sure your employer uses the correct code on the LCA, as misclassification can complicate the petition.
Can a staffing agency or RPO firm sponsor my H-1B as a Recruiter?
Yes. Staffing agencies and recruitment process outsourcing firms are eligible H-1B petitioners, but USCIS scrutinizes third-party placement arrangements closely. The agency must show it controls the terms and conditions of your employment, not just the client site. Request a copy of the LCA and confirm the listed employer, worksite address, and wage level before accepting an offer.
How do I find Recruiter jobs where the employer has an established H-1B filing history?
Migrate Mate surfaces employers by their DOL Labor Condition Application history, so you can filter specifically for companies that have sponsored Recruiter and Talent Acquisition roles before. This is more reliable than asking during the application process, which can flag you as a sponsorship risk before you've had a chance to demonstrate your value.
What happens to my H-1B status if I'm laid off from a Recruiter position?
You have a 60-day grace period after involuntary termination to find a new H-1B employer, file a change of status, or depart. During this window you can't work, but a new employer can file an H-1B transfer petition on your behalf. If the new petition is filed before your grace period expires, you're authorized to stay while USCIS adjudicates it.