H-1B Visa Talent Acquisition Intern Jobs
Talent Acquisition Intern roles sit at the intersection of HR operations and employer branding, and a growing number of mid-to-large companies file H-1B visa petitions for these positions. Knowing which employers have an active LCA filing history for HR and recruiting roles puts you ahead before you apply.
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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 1,186+ H-1B Visa Talent Acquisition Intern Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Talent Acquisition Intern
Verify your degree supports specialty occupation
USCIS requires H-1B roles to need a specific bachelor's degree field. For Talent Acquisition Intern positions, a degree in Human Resources, Business Administration, or Industrial-Organizational Psychology typically satisfies the specialty occupation requirement. Confirm your transcript reflects one of these fields.
Search LCA filings for HR intern roles
Use Migrate Mate to filter employers by LCA filing history for talent acquisition and HR roles. Employers who've filed before are far more likely to sponsor again, cutting your research time and targeting only proven sponsors.
Target employers enrolled in E-Verify
STEM OPT extensions require E-Verify enrollment, and employers who've already complied are more comfortable with work-authorization paperwork generally. Prioritizing E-Verify-enrolled companies often signals a more experienced HR team for your own H-1B filing.
Frame your OPT timeline in your cover letter
Explicitly state your OPT end date and when H-1B sponsorship would be needed. Talent acquisition teams screen dozens of candidates and an upfront timeline removes ambiguity, helping recruiters flag your application for hiring managers who've sponsored before.
Clarify the SOC code before your offer letter
Ask your recruiter which SOC code they plan to use on the LCA. Talent acquisition interns are sometimes filed under HR Specialists or Training and Development Specialists, and the SOC code affects the prevailing wage level, which you can cross-check with the OFLC Wage Search.
Align your start date with the cap timeline
H-1B cap-subject petitions have an October 1 start date. If your offer is for a summer internship, ask the employer whether they're willing to convert you to full-time and file in the next lottery cycle, rather than sponsoring a short-term role.
H-1B Visa Talent Acquisition Intern: Frequently Asked Questions
Do Talent Acquisition Intern roles qualify for H-1B sponsorship?
Yes, provided the role requires a specific bachelor's degree in a related field such as Human Resources, Business Administration, or Psychology. Generic internship descriptions that accept any major can trigger an RFE from USCIS. Ask the employer to confirm the role is defined as a specialty occupation before the offer is finalized.
Which types of employers sponsor H-1B visas for talent acquisition interns?
Mid-to-large corporations with dedicated HR departments and in-house recruiting teams are the most common sponsors for talent acquisition internships. Staffing agencies, healthcare networks, and tech companies with structured internship pipelines also file regularly. Use Migrate Mate to find employers with verified LCA filing history in HR and recruiting job categories.
Can a cap-exempt employer sponsor an H-1B for a talent acquisition intern?
Cap-exempt employers, such as universities and affiliated nonprofit research organizations, can file H-1B petitions outside the annual lottery. If you're interning with a university's HR or talent team, the cap-exempt status can eliminate lottery uncertainty entirely. Confirm the employer's cap-exempt classification with USCIS criteria before relying on this path.
How does the prevailing wage requirement affect talent acquisition intern roles?
The DOL requires employers to pay H-1B workers the prevailing wage for the role and location. For intern-level positions, this is typically set at wage level one or two, depending on the SOC code the employer selects on the LCA. You can verify the applicable wage for your specific location using the OFLC Wage Search before your offer negotiation.
What happens to my H-1B status if the internship ends before the petition period closes?
If your H-1B employment ends, you have a 60-day grace period to find a new sponsor, change status, or depart the country. For short-term internships, this window matters: confirm the petition duration covers your full work period and ask the employer whether a full-time conversion is possible before the grace period becomes an issue.