H-1B Visa Talent Acquisition Specialist Jobs
Talent Acquisition Specialist roles sit squarely within H-1B specialty occupation territory, requiring a bachelor's degree in human resources, organizational psychology, or a related field. Employers in tech, healthcare, and professional services regularly sponsor H-1B petitions for this role, and the 85,000-slot annual cap makes timing your job search to the October 1 start date critical.
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Get Access To All JobsPOSITION OVERVIEW
The purpose of the position is to utilize various recruiting techniques to identify, hire, and onboard external and internal job candidates.
WHAT YOU’LL DO
- Manage full-cycle technical recruiting process for assigned teams, which includes determining selection criteria, candidate screening, interviewing, wage negotiation, hiring and onboarding.
- Identify top, technical talent through proactive sourcing and recruiting practices to fill open or anticipated positions.
- Conduct prescreen interviews and evaluation with position candidates according to selection criteria.
- Present prescreened, qualified technical resumes to hiring managers through a clear understanding of the Gentex culture and specific position requirements.
- Manage open job requisitions for assigned teams.
- Develop, cultivate and manage relationships with hiring managers, acting as a recruiting partner and advisor through the full-cycle, technical recruiting process.
- Contribute to Gentex recruiting efforts by attending early talent career fairs, manufacturing job fairs and community events.
- Other duties as assigned.
HOW YOU’LL DO IT
- Communicate effectively - develops and delivers multi-mode communications that convey clear understanding, taking into account the unique needs of different audiences.
- Customer focus – building strong customer relationships and delivering customer-centric solutions.
- Plans and aligns – planning and prioritizing work to meet commitments aligned with organizational goals.
- Interpersonal savvy - relating openly and comfortably with diverse groups of people. Ability to build and maintain solid working relationship with others.
- Maintain high level of honesty, integrity and confidentiality with respect to company matters.
WHAT TO BRING
- Four-year degree in Human Resources or related field preferred.
- Minimum of five years technical recruiting experience.
- Familiarity with HR staffing processes and technical/engineering technology.
- An understanding and working knowledge of employment law, applicant tracking systems, internet recruiting, advertising, interviewing, and staffing assessment.
- Ability to obtain a working knowledge of the Gentex culture and specific position requirements.
- Proficiency in Microsoft Office.
- Excellent communication and organization skills.
WHAT WILL HELP
- Experience working in a manufacturing organization.
- A willingness to travel overnight/work outside normal business hours.
Gentex is an equal opportunity employer
Gentex extends equal employment opportunities to qualified applicants and employees regardless of an individual’s race, color, religion, national origin, age, sex (including pregnancy, gender identity, and sexual orientation), disability, marital status, military service, height, weight, genetic information, or any other reason protected by law.
Assistance
Gentex is committed to working with and providing reasonable accommodation to applicants with disabilities. For accommodation requests, email us at recruiting@gentex.com. Gentex will not discriminate against any qualified individual who can perform the essential functions of the job with or without a reasonable accommodation.
Understand your right to work
At Gentex, we use E-verify to confirm you’re authorized to work in the U.S.
POSITION OVERVIEW
The purpose of the position is to utilize various recruiting techniques to identify, hire, and onboard external and internal job candidates.
WHAT YOU’LL DO
- Manage full-cycle technical recruiting process for assigned teams, which includes determining selection criteria, candidate screening, interviewing, wage negotiation, hiring and onboarding.
- Identify top, technical talent through proactive sourcing and recruiting practices to fill open or anticipated positions.
- Conduct prescreen interviews and evaluation with position candidates according to selection criteria.
- Present prescreened, qualified technical resumes to hiring managers through a clear understanding of the Gentex culture and specific position requirements.
- Manage open job requisitions for assigned teams.
- Develop, cultivate and manage relationships with hiring managers, acting as a recruiting partner and advisor through the full-cycle, technical recruiting process.
- Contribute to Gentex recruiting efforts by attending early talent career fairs, manufacturing job fairs and community events.
- Other duties as assigned.
HOW YOU’LL DO IT
- Communicate effectively - develops and delivers multi-mode communications that convey clear understanding, taking into account the unique needs of different audiences.
- Customer focus – building strong customer relationships and delivering customer-centric solutions.
- Plans and aligns – planning and prioritizing work to meet commitments aligned with organizational goals.
- Interpersonal savvy - relating openly and comfortably with diverse groups of people. Ability to build and maintain solid working relationship with others.
- Maintain high level of honesty, integrity and confidentiality with respect to company matters.
WHAT TO BRING
- Four-year degree in Human Resources or related field preferred.
- Minimum of five years technical recruiting experience.
- Familiarity with HR staffing processes and technical/engineering technology.
- An understanding and working knowledge of employment law, applicant tracking systems, internet recruiting, advertising, interviewing, and staffing assessment.
- Ability to obtain a working knowledge of the Gentex culture and specific position requirements.
- Proficiency in Microsoft Office.
- Excellent communication and organization skills.
WHAT WILL HELP
- Experience working in a manufacturing organization.
- A willingness to travel overnight/work outside normal business hours.
Gentex is an equal opportunity employer
Gentex extends equal employment opportunities to qualified applicants and employees regardless of an individual’s race, color, religion, national origin, age, sex (including pregnancy, gender identity, and sexual orientation), disability, marital status, military service, height, weight, genetic information, or any other reason protected by law.
Assistance
Gentex is committed to working with and providing reasonable accommodation to applicants with disabilities. For accommodation requests, email us at recruiting@gentex.com. Gentex will not discriminate against any qualified individual who can perform the essential functions of the job with or without a reasonable accommodation.
Understand your right to work
At Gentex, we use E-verify to confirm you’re authorized to work in the U.S.
See all 239+ Talent Acquisition Specialist jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Talent Acquisition Specialist roles.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Talent Acquisition Specialist
Build a degree-to-role alignment document
USCIS scrutinizes whether your specific degree field directly supports a Talent Acquisition Specialist role. Prepare a one-page summary mapping your HR, organizational psychology, or industrial relations coursework to the core duties listed in your offer letter.
Target employers filing LCAs for HR occupations
Search DOL Labor Condition Application disclosure data filtered to SOC code 13-1071 (Human Resources Specialists) to identify companies actively sponsoring similar roles. Employers with recent LCA filings for this occupation code are far more likely to have an established H-1B sponsorship process.
Use Migrate Mate to filter verified H-1B sponsors
Search Talent Acquisition Specialist roles on Migrate Mate to surface employers with confirmed H-1B filing history for this occupation. This cuts out the guesswork of cold-applying to companies that may never have sponsored the role.
Clarify the prevailing wage tier before accepting an offer
Ask your prospective employer to confirm which wage level (I through IV) they'll certify on your LCA using the OFLC Wage Search. Level I wages are often flagged in USCIS RFEs as inconsistent with a specialist role requiring independent judgment.
Submit your H-1B registration during the March window
USCIS opens H-1B electronic registration each March for the following fiscal year's cap. Missing this window means waiting a full year unless you qualify for a cap-exempt employer, so confirm your employer's timeline well before February.
Negotiate premium processing into your offer package
Premium processing reduces USCIS adjudication to 15 business days and lets you resolve any Request for Evidence faster. For a Talent Acquisition role with a defined start date tied to a hiring cycle, this timeline predictability protects both you and the employer.
Talent Acquisition Specialist jobs are hiring across the US. Find yours.
Find Talent Acquisition Specialist JobsTalent Acquisition Specialist H-1B Visa: Frequently Asked Questions
Does a Talent Acquisition Specialist role qualify as an H-1B specialty occupation?
Yes, when the position requires a bachelor's degree or higher in a directly related field such as human resources, organizational psychology, or business administration. The job must involve theoretical and practical application of specialized knowledge, not generalized administrative tasks. Employers strengthen the petition by documenting that the role requires specialized HR expertise, and your degree field must align with the specific duties outlined in the LCA and I-129.
Which employers typically sponsor H-1B visas for Talent Acquisition Specialists?
Technology companies, large healthcare systems, and professional services firms account for the majority of H-1B LCA filings under the Human Resources Specialists SOC code. Employers already operating internal HR departments with structured headcount planning are most likely to have an established sponsorship process. Use Migrate Mate to browse Talent Acquisition Specialist openings filtered by employers with verified H-1B filing history, so you're targeting companies with a proven track record.
Can I transfer my H-1B to a new employer mid-year if I change Talent Acquisition roles?
Yes. Under H-1B portability rules established by AC21, you can start working for a new employer as soon as they file an H-1B transfer petition on your behalf, provided your current H-1B has been approved (not just pending) for 180 days or more. The new employer files a fresh I-129 and LCA reflecting the new role's duties and prevailing wage, and your status remains protected while USCIS adjudicates the transfer.
How does the prevailing wage requirement affect Talent Acquisition Specialist H-1B petitions?
The DOL requires employers to certify on the LCA that they'll pay at least the prevailing wage for your occupation and geographic area, as determined by the OFLC Wage Search. For Talent Acquisition roles, wage level matters: USCIS has issued RFEs when level I wages are assigned to positions that require independent sourcing strategy, stakeholder management, or full-cycle recruiting, arguing those duties correspond to level II or III. Confirm the wage level with your employer before the LCA is filed.
What happens to my H-1B status if I'm laid off from my Talent Acquisition Specialist role?
You have a 60-day grace period after your employment ends to find a new sponsor, transfer to a different visa status, or prepare to depart. During this window, you can't work, but you can actively job search and have a new employer file an H-1B transfer petition. The 60-day period begins on your last day of employment, not your I-94 expiration date, so acting quickly after a layoff is essential.
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