H-1B Visa Technical Recruiter Jobs
Technical 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 staffing firms and in-house talent teams actively sponsor, but filing timelines and prevailing wage requirements vary by employer size and location.
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Get Access To All JobsAbout Liquid AI
Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A. Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
We Need Someone Who
- Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
- Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
- Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
- Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
- Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
- Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.
The Work
- Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
- Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
- Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
- Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
- Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
- Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.
Must-have
- Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
- A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
- Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
- Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
- Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites
Nice-to-have
- AI / ML or deep-tech recruiting experience
- Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
- Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
- Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)
What Success Looks Like (Year One)
- You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
- You run independently, trusted with judgment calls, sustaining hiring quality and pace
- New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
- P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.
What We Offer
- Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
- Compensation: Competitive base salary with equity in a unicorn-stage company
- Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
- Financial: 401(k) matching up to 4% of base pay
- Time Off: Unlimited PTO plus company-wide Refill Days throughout the year
About Liquid AI
Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A. Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
We Need Someone Who
- Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
- Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
- Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
- Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
- Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
- Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.
The Work
- Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
- Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
- Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
- Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
- Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
- Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.
Must-have
- Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
- A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
- Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
- Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
- Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites
Nice-to-have
- AI / ML or deep-tech recruiting experience
- Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
- Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
- Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)
What Success Looks Like (Year One)
- You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
- You run independently, trusted with judgment calls, sustaining hiring quality and pace
- New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
- P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.
What We Offer
- Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
- Compensation: Competitive base salary with equity in a unicorn-stage company
- Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
- Financial: 401(k) matching up to 4% of base pay
- Time Off: Unlimited PTO plus company-wide Refill Days throughout the year
See all 190+ H-1B Visa Technical Recruiter Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Technical Recruiter Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Technical Recruiter
Verify your degree supports specialty occupation
USCIS requires your degree to directly relate to the Technical Recruiter role. A degree in human resources, organizational psychology, or business administration typically satisfies this. An unrelated degree can trigger an RFE, so prepare a credential evaluation before applying.
Target in-house recruiting teams at cap-exempt employers
Universities, nonprofits, and government-affiliated research organizations are cap-exempt and can file H-1B petitions year-round without waiting for the April lottery. Technical Recruiter roles at these institutions follow the same specialty occupation standards but skip the registration window.
Confirm the prevailing wage level before negotiating
Use the OFLC Wage Search to look up the prevailing wage for the Technical Recruiter SOC code in the employer's metro area. Your offered salary must meet at least the Level I wage, and many employers anchor offers there, so knowing the floor strengthens your negotiation.
Search verified H-1B sponsors on Migrate Mate
Pull up Technical Recruiter listings on Migrate Mate to see which employers have DOL Labor Condition Application filing history for this role. That filing record confirms the employer has sponsored before, which matters more than a job posting that mentions visa sponsorship in passing.
Ask about the LCA filing timeline before accepting
Your employer must file and receive a certified LCA from DOL before submitting the H-1B petition to USCIS. For Technical Recruiter roles at staffing agencies, confirm whether the LCA will name the agency or the end client as the worksite, since mismatches cause denials.
Document your specialized sourcing or talent acquisition experience
USCIS scrutinizes Technical Recruiter petitions more than engineering roles because the specialty occupation argument is less obvious. Build a portfolio of evidence showing you use specialized knowledge, such as Boolean search methodology, ATS system expertise, or technical screening frameworks tied to your degree field.
H-1B Visa Technical Recruiter: Frequently Asked Questions
Does a Technical Recruiter role qualify as a specialty occupation for H-1B purposes?
It can, but USCIS evaluates each petition individually. The role must normally require at least a bachelor's degree in a specific field like human resources, business, or industrial-organizational psychology. Generic recruiter positions without degree requirements often fail the specialty occupation test, so the job description language your employer uses in the LCA matters significantly.
Which types of employers sponsor H-1B visas for Technical Recruiters?
In-house talent acquisition teams at large technology companies, financial services firms, and healthcare networks are the most active sponsors. Staffing agencies and recruiting firms can also sponsor, but some issue H-1B petitions tied to a specific client placement, which creates complications if that engagement ends. You can browse employers with verified LCA filing history for this role on Migrate Mate.
How does the H-1B lottery affect Technical Recruiter job seekers?
Cap-subject H-1B petitions for Technical Recruiter roles enter the annual lottery held in March, with registrations open for roughly two weeks. Selection is random, and unselected registrations aren't carried forward. If you're targeting cap-exempt employers such as universities or nonprofit research organizations, the lottery doesn't apply and your employer can file at any point in the year.
Can a staffing agency sponsor my H-1B for a Technical Recruiter role?
Yes, but the arrangement requires careful review. The staffing agency is the petitioner and must pay prevailing wage, maintain the employer-employee relationship, and certify that work is available. If you're placed at a client site, the LCA must list the actual worksite address. Changes in client placement can require an amended petition, so confirm the agency's H-1B amendment practices before signing.
What O*NET data is relevant when building an H-1B petition for a Technical Recruiter?
The O*NET profile for Human Resources Specialists or Recruitment and Placement Specialists outlines the knowledge domains and education benchmarks USCIS considers when evaluating specialty occupation. Your employer's attorney will typically reference this data to support the argument that the role requires a specific bachelor's degree, particularly if the job title alone doesn't make the degree requirement obvious.