H-1B Visa Talent Acquisition Consultant Jobs
Talent Acquisition Consultant roles qualify for H-1B visa sponsorship when the position requires a bachelor's degree in human resources, business, or a related field. Employers filing LCAs for this occupation must meet DOL prevailing wage requirements, and many large hiring-intensive companies sponsor regularly.
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Get Access To All JobsINTRODUCTION
The Scientist, Physician and Faculty recruitment team within Talent Acquisition is hiring a consultant to support physician and faculty recruitment. The incumbent will drive the growth of academic clinical and research programs by supporting the identification and engagement of high-caliber physicians and scientists, and guiding them through the faculty hiring process. They will partner closely with department/division leaders to align recruitment efforts with strategic, clinical, and academic priorities. They will provide market insights and maintain a strong pipeline of future talent. The recruiter will be expected to be on site 1-2 days each week.
JOB RESPONSIBILITIES
Strategy and Program Development:
- Work with business unit leadership on the development and implementation of long-term and short-term recruitment initiatives and talent pipelines that align with the staffing needs of the business unit.
- Develop recommendations for program improvements based on staffing trends and workforce supply.
- Stay abreast of best practices in recruitment branding and marketing, talent identification and engagement, candidate selection and onboarding.
- Recommend changes to processes, systems and technology based on knowledge.
- Collaborate with leaders and HR colleagues to support existing programs and potentially new programs, aid in development of current staff for future talent needs.
- Train, support and mentor staff on processes, techniques, and procedures.
- Champion change and model behaviors, as well as the appropriate mindset to embrace and support change initiatives.
Recruiting and Placement:
- Conduct full life-cycle recruitment activities (sourcing, applicant assessment, selection, hiring and onboarding) for assigned divisions/positions with a high degree of complexity.
- Complexity may be driven by the level of the positions, external market shortage, technical skill set, partnership work with division's strategy and similar factors.
- Develop pipelines of qualified candidates for key positions by program development or employing passive candidates sourcing strategies.
- Advise and assist departments in candidate attraction, identification and selection decisions based on candidate performance success indicators, EEO/AA, and fair employment practices.
- Comply with and support Cincinnati Children's EEO/Affirmative Action in recruitment and selection.
Measurement, Analysis and Systems:
- Utilize metrics to evaluate the effectiveness of recruitment, selection and placement.
- Develop recommendations for program improvements based on trends identified in the evaluation process.
- Lead the generation of ideas and approaches to improve the effectiveness of existing programs and create new programs.
- Participate in and/or lead process improvement efforts, pilots and technology selection.
- Recommend sourcing strategies and techniques to other team members.
Consulting:
- Coach and counsel managers on matters related to candidate attraction and identification, selection, onboarding, compensation, and general management practices consistent with personnel policies and applicable employment laws.
- Develop understanding of clients specific recruitment needs and maintain positive working relationships in order to provide guidance and make appropriate recommendations.
- Counsel applicants regarding minimum requirements, career opportunities and transfer/promotion policy interpretation.
- Counsel employees in interpretation of employment policies and procedures, compensation related to transfer or promotional opportunities and career progression.
Sourcing:
- Work in partnership with division leaders to develop, implement and execute targeted sourcing strategies for higher level positions or specialized searches.
- Actively research and stay abreast of effective sourcing techniques and technology; share information and train formally/informally the recruitment team on utilization.
- Assist in evaluating sourcing products and services.
- May facilitate external search vendor for high level or extremely difficult to recruit positions.
JOB QUALIFICATIONS:
- Bachelor's degree in a related field
- 5+ years of work experience in a related job discipline
PREFERRED QUALIFICATIONS:
- Experience recruiting physicians, faculty, or advanced clinical/research roles within academic medical centers or health systems
- Experience with specialized or hard-to-fill searches requiring national/international outreach
- Expertise in sourcing niche passive candidates through conferences, networks, and specialty channels
- Strong understanding of physician and faculty labor markets
- Excellent verbal and written communication skills
- Prior experience in high-touch recruitment or executive search
- Flexibility to adjust to changing needs and schedules
LOCATION
Primary Location: Remote
SCHEDULE
Schedule: Full time
Shift: Day (United States of America)
DEPARTMENT
Department: Talent Acquisition
EMPLOYEE STATUS
Employee Status: Regular
FTE: 1
Weekly Hours: 40
COMPENSATION
- Expected Starting Pay Range: Annualized pay may vary based on FTE status $81,723.20 - $104,208.00
About us
At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s.
Cincinnati Children's is:
- Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years
- Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding
- Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025)
- One of the nation's America’s Most Innovative Companies as noted by Fortune
- Consistently certified as great place to work
- A Leading Disability Employer as noted by the National Organization on Disability
- Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)
We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us.
Comprehensive job description provided upon request.
Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability
INTRODUCTION
The Scientist, Physician and Faculty recruitment team within Talent Acquisition is hiring a consultant to support physician and faculty recruitment. The incumbent will drive the growth of academic clinical and research programs by supporting the identification and engagement of high-caliber physicians and scientists, and guiding them through the faculty hiring process. They will partner closely with department/division leaders to align recruitment efforts with strategic, clinical, and academic priorities. They will provide market insights and maintain a strong pipeline of future talent. The recruiter will be expected to be on site 1-2 days each week.
JOB RESPONSIBILITIES
Strategy and Program Development:
- Work with business unit leadership on the development and implementation of long-term and short-term recruitment initiatives and talent pipelines that align with the staffing needs of the business unit.
- Develop recommendations for program improvements based on staffing trends and workforce supply.
- Stay abreast of best practices in recruitment branding and marketing, talent identification and engagement, candidate selection and onboarding.
- Recommend changes to processes, systems and technology based on knowledge.
- Collaborate with leaders and HR colleagues to support existing programs and potentially new programs, aid in development of current staff for future talent needs.
- Train, support and mentor staff on processes, techniques, and procedures.
- Champion change and model behaviors, as well as the appropriate mindset to embrace and support change initiatives.
Recruiting and Placement:
- Conduct full life-cycle recruitment activities (sourcing, applicant assessment, selection, hiring and onboarding) for assigned divisions/positions with a high degree of complexity.
- Complexity may be driven by the level of the positions, external market shortage, technical skill set, partnership work with division's strategy and similar factors.
- Develop pipelines of qualified candidates for key positions by program development or employing passive candidates sourcing strategies.
- Advise and assist departments in candidate attraction, identification and selection decisions based on candidate performance success indicators, EEO/AA, and fair employment practices.
- Comply with and support Cincinnati Children's EEO/Affirmative Action in recruitment and selection.
Measurement, Analysis and Systems:
- Utilize metrics to evaluate the effectiveness of recruitment, selection and placement.
- Develop recommendations for program improvements based on trends identified in the evaluation process.
- Lead the generation of ideas and approaches to improve the effectiveness of existing programs and create new programs.
- Participate in and/or lead process improvement efforts, pilots and technology selection.
- Recommend sourcing strategies and techniques to other team members.
Consulting:
- Coach and counsel managers on matters related to candidate attraction and identification, selection, onboarding, compensation, and general management practices consistent with personnel policies and applicable employment laws.
- Develop understanding of clients specific recruitment needs and maintain positive working relationships in order to provide guidance and make appropriate recommendations.
- Counsel applicants regarding minimum requirements, career opportunities and transfer/promotion policy interpretation.
- Counsel employees in interpretation of employment policies and procedures, compensation related to transfer or promotional opportunities and career progression.
Sourcing:
- Work in partnership with division leaders to develop, implement and execute targeted sourcing strategies for higher level positions or specialized searches.
- Actively research and stay abreast of effective sourcing techniques and technology; share information and train formally/informally the recruitment team on utilization.
- Assist in evaluating sourcing products and services.
- May facilitate external search vendor for high level or extremely difficult to recruit positions.
JOB QUALIFICATIONS:
- Bachelor's degree in a related field
- 5+ years of work experience in a related job discipline
PREFERRED QUALIFICATIONS:
- Experience recruiting physicians, faculty, or advanced clinical/research roles within academic medical centers or health systems
- Experience with specialized or hard-to-fill searches requiring national/international outreach
- Expertise in sourcing niche passive candidates through conferences, networks, and specialty channels
- Strong understanding of physician and faculty labor markets
- Excellent verbal and written communication skills
- Prior experience in high-touch recruitment or executive search
- Flexibility to adjust to changing needs and schedules
LOCATION
Primary Location: Remote
SCHEDULE
Schedule: Full time
Shift: Day (United States of America)
DEPARTMENT
Department: Talent Acquisition
EMPLOYEE STATUS
Employee Status: Regular
FTE: 1
Weekly Hours: 40
COMPENSATION
- Expected Starting Pay Range: Annualized pay may vary based on FTE status $81,723.20 - $104,208.00
About us
At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s.
Cincinnati Children's is:
- Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years
- Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding
- Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025)
- One of the nation's America’s Most Innovative Companies as noted by Fortune
- Consistently certified as great place to work
- A Leading Disability Employer as noted by the National Organization on Disability
- Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)
We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us.
Comprehensive job description provided upon request.
Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability
See all 88+ H-1B Visa Talent Acquisition Consultant Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Talent Acquisition Consultant Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Talent Acquisition Consultant
Verify your degree field matches the role
USCIS requires a direct relationship between your degree and the specialty occupation. A degree in HR, industrial-organizational psychology, or business administration supports the H-1B petition for Talent Acquisition Consultant positions far more cleanly than an unrelated field.
Target employers with active LCA filing history
Use Migrate Mate to filter Talent Acquisition Consultant openings by employers who have filed LCAs for this occupation code, so you're only applying to companies that have already demonstrated willingness to sponsor H-1B roles like yours.
Check prevailing wage tiers before negotiating
Look up the wage level for your target metro area using OFLC Wage Search before any offer discussion. Your employer's LCA must certify a wage at or above the applicable level, so knowing the threshold protects you from underpaid offers that could complicate the petition.
Flag in-house recruiting roles as specialty occupation
Some employers misclassify Talent Acquisition Consultant positions as generalist HR roles, which weakens the specialty occupation argument. Ask the hiring manager to confirm the job posting and I-129 petition description both specify degree requirements in a relevant field.
Plan around the cap registration window
USCIS opens H-1B cap registration each March for an October 1 start date. If you're currently on OPT, confirm your OPT end date and request a cap-gap extension from your DSO if your EAD expires before October 1 of the fiscal year you're selected.
Request employer fee coverage early in negotiations
The I-129 filing fee, premium processing, and legal costs are the employer's responsibility under DOL rules. Raise this before signing an offer letter, not after, since some smaller recruiting firms mistakenly expect candidates to share these costs.
H-1B Visa Talent Acquisition Consultant: Frequently Asked Questions
Does a Talent Acquisition Consultant role qualify as a specialty occupation for H-1B purposes?
Yes, if the employer can demonstrate the position normally requires at least a bachelor's degree in human resources, business, industrial-organizational psychology, or a related field. Generic HR coordinator roles sometimes fail this test, but Talent Acquisition Consultant positions tied to strategic hiring functions and requiring specialized education generally hold up under USCIS scrutiny. The job description must reflect degree-level requirements explicitly.
How do I find companies that sponsor H-1B visas for Talent Acquisition Consultant jobs?
Migrate Mate filters job listings by employers with verified H-1B LCA filing history, so you can focus on companies that have already committed to sponsoring this occupation. DOL LCA disclosure data is publicly available and shows which employers have filed for Talent Acquisition or HR Consultant roles, giving you a concrete starting point beyond general job searches.
What wage level should I expect an employer to certify on my LCA?
Prevailing wage levels for Talent Acquisition Consultants vary by metro area and experience tier. Your employer certifies a wage on the LCA using DOL's prevailing wage data, and that certified wage becomes the floor for your offer. Use OFLC Wage Search to look up the Level I through Level IV wages for your city under the relevant Standard Occupational Classification code before negotiating.
Can I switch employers while my H-1B petition is pending or after approval?
After your H-1B is approved, you can port to a new employer under AC21 portability rules if your new employer files an H-1B transfer petition and your original petition has been pending for at least 180 days. For Talent Acquisition roles, USCIS reviews whether the new position is in the same or a similar occupational classification, so the specialty occupation basis should carry over cleanly.
Does working in talent acquisition at a staffing firm affect H-1B eligibility compared to an in-house role?
Staffing firm and third-party placement arrangements receive closer USCIS scrutiny because the employer of record and the worksite employer are different entities. If you're a Talent Acquisition Consultant employed by a staffing agency but placed at a client site, the I-129 petition must demonstrate that the staffing firm controls the work and that the role still meets specialty occupation requirements at that specific worksite.