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 JobsHinge is the dating app designed to be deleted
In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we’re on a mission to inspire intimate connection to create a less lonely world. We’re obsessed with understanding our users’ behaviors to help them find love, and our success is defined by one simple metric– setting up great dates. With millions of users across the globe, we’ve become the most trusted way to find a relationship, for all.
About the Role
At Hinge, genuine connection is everything — and that starts with the people we hire. As a Senior Technical Recruiter, you'll own full-cycle recruiting for engineering, product, data, and design roles, partnering directly with technical leaders to build world-class teams. This is a high-impact, high-visibility role for someone who operates as a true talent partner — bringing market insight, technical fluency, and strategic thinking to consistently hire technical talent.
Responsibilities
Full-Cycle Recruitment:
- Own end-to-end recruiting for engineering, data science, product roles — from intake through offer close, using AI-enabled workflows to drive efficiency at every stage.
- Continuously refine interview rubrics, technical assessments, and scorecards to reduce time-to-hire and improve offer conversion.
- Track and present metrics including time-to-fill, pass-through rates, offer acceptance, and hiring manager NPS.
Sourcing and Pipeline Development:
- Design and execute multi-channel sourcing strategies using job boards, LinkedIn, niche communities, industry events, university partnerships, and direct outreach to build and maintain a healthy pipeline at every stage.
- Leverage AI-enabled recruiting tools and predictive analytics to identify and engage passive candidates.
- Partner with engineering managers to translate technical requirements into creative search strategies, staying ahead of market trends in software engineering, ML, and mobile development.
Inclusive Hiring & Talent Attraction:
- Embed inclusive hiring practices throughout the recruiting lifecycle, ensuring interview processes, candidate evaluations, and hiring decisions are structured, equitable, and focused on identifying the strongest talent.
- Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and strengthen pipeline diversity.
- Champion a thoughtful and consistent candidate experience that reflects Hinge's values and employer brand.
Talent Brand & Candidate Experience:
- Act as an ambassador for Hinge, articulating our mission, culture, and value proposition in a compelling and authentic way.
- Partner with cross-functional stakeholders to strengthen employer branding initiatives and attract exceptional talent.
- Build meaningful relationships with candidates, creating a high-touch experience that fosters engagement throughout the hiring process.
Stakeholder and Offer Management:
- Act as a trusted talent partner to engineering and product leaders — translating market data into actionable hiring recommendations, facilitating calibration, and navigating complex technical role definitions with confidence.
- Provide offer guidance grounded in compensation benchmarking, internal equity, and candidate expectations.
- Maintain clear, timely communication with all stakeholders — candidates, HRBPs, operations team partners, and business leaders — conducting regular feedback sessions with hiring managers to continuously raise the quality of the recruitment partnership.
What We're Looking For
- 5+ years full-cycle technical recruiting, ideally in tech or mobile-first companies
- Ability to read engineering JDs, understand tech stacks, and have credible conversations with technical hiring managers
- Strong command of LinkedIn Recruiter, AI talent platforms, and Boolean search techniques
- Comfort using recruiting metrics to drive decisions and present pipeline insights to engineering leadership
- Hands-on experience building technical interview frameworks, scorecards, and assessment rubrics
- ATS expertise: Hands-on experience with Greenhouse, Lever, or Workday, or comparable ATS platforms.
- Excellent stakeholder management skills, comfortable advising senior leaders and navigating ambiguity.
- High emotional intelligence with the ability to build trust quickly with candidates and business partners.
Preferred
- Knowledge of New York compensation structures and geographic pay considerations.
Compensation
- Salary Range: $140,000 - $165,000 a year
Factors such as scope and responsibilities of the position, candidate's work experience, education/training, job-related skills, internal peer equity, as well as market and business considerations may influence base pay offered. This salary range is reflective of a position based in New York City. This salary will be subject to a geographic adjustment (according to a specific city and state), if an authorization is granted to work outside of the location listed in this posting.
As a member of our team, you’ll enjoy:
401(k) Matching: We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
Professional Growth: Get an annual Learning & Development stipend once you’ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.
Parental Leave & Planning: When you become a new parent, you’re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)
Fertility Support: You’ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.
Date Stipend: All Hinge employees receive a $100 monthly stipend for epic dates– Romantic or otherwise. Hinge Premium is also free for employees and their loved ones.
ERGs: We have eight Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA+, Raices, Women/Nonbinary, Parents —that hold regular meetings, host events, and provide dedicated support to the organization & its community.
At Hinge, our core values are…
Authenticity: We share, never hide, our words, actions and intentions.
Courage: We embrace lofty goals and tough challenges.
Empathy: We deeply consider the perspective of others.
Diversity inspires innovation
Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know.
Hinge
Hinge is the dating app designed to be deleted
In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we’re on a mission to inspire intimate connection to create a less lonely world. We’re obsessed with understanding our users’ behaviors to help them find love, and our success is defined by one simple metric– setting up great dates. With millions of users across the globe, we’ve become the most trusted way to find a relationship, for all.
About the Role
At Hinge, genuine connection is everything — and that starts with the people we hire. As a Senior Technical Recruiter, you'll own full-cycle recruiting for engineering, product, data, and design roles, partnering directly with technical leaders to build world-class teams. This is a high-impact, high-visibility role for someone who operates as a true talent partner — bringing market insight, technical fluency, and strategic thinking to consistently hire technical talent.
Responsibilities
Full-Cycle Recruitment:
- Own end-to-end recruiting for engineering, data science, product roles — from intake through offer close, using AI-enabled workflows to drive efficiency at every stage.
- Continuously refine interview rubrics, technical assessments, and scorecards to reduce time-to-hire and improve offer conversion.
- Track and present metrics including time-to-fill, pass-through rates, offer acceptance, and hiring manager NPS.
Sourcing and Pipeline Development:
- Design and execute multi-channel sourcing strategies using job boards, LinkedIn, niche communities, industry events, university partnerships, and direct outreach to build and maintain a healthy pipeline at every stage.
- Leverage AI-enabled recruiting tools and predictive analytics to identify and engage passive candidates.
- Partner with engineering managers to translate technical requirements into creative search strategies, staying ahead of market trends in software engineering, ML, and mobile development.
Inclusive Hiring & Talent Attraction:
- Embed inclusive hiring practices throughout the recruiting lifecycle, ensuring interview processes, candidate evaluations, and hiring decisions are structured, equitable, and focused on identifying the strongest talent.
- Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and strengthen pipeline diversity.
- Champion a thoughtful and consistent candidate experience that reflects Hinge's values and employer brand.
Talent Brand & Candidate Experience:
- Act as an ambassador for Hinge, articulating our mission, culture, and value proposition in a compelling and authentic way.
- Partner with cross-functional stakeholders to strengthen employer branding initiatives and attract exceptional talent.
- Build meaningful relationships with candidates, creating a high-touch experience that fosters engagement throughout the hiring process.
Stakeholder and Offer Management:
- Act as a trusted talent partner to engineering and product leaders — translating market data into actionable hiring recommendations, facilitating calibration, and navigating complex technical role definitions with confidence.
- Provide offer guidance grounded in compensation benchmarking, internal equity, and candidate expectations.
- Maintain clear, timely communication with all stakeholders — candidates, HRBPs, operations team partners, and business leaders — conducting regular feedback sessions with hiring managers to continuously raise the quality of the recruitment partnership.
What We're Looking For
- 5+ years full-cycle technical recruiting, ideally in tech or mobile-first companies
- Ability to read engineering JDs, understand tech stacks, and have credible conversations with technical hiring managers
- Strong command of LinkedIn Recruiter, AI talent platforms, and Boolean search techniques
- Comfort using recruiting metrics to drive decisions and present pipeline insights to engineering leadership
- Hands-on experience building technical interview frameworks, scorecards, and assessment rubrics
- ATS expertise: Hands-on experience with Greenhouse, Lever, or Workday, or comparable ATS platforms.
- Excellent stakeholder management skills, comfortable advising senior leaders and navigating ambiguity.
- High emotional intelligence with the ability to build trust quickly with candidates and business partners.
Preferred
- Knowledge of New York compensation structures and geographic pay considerations.
Compensation
- Salary Range: $140,000 - $165,000 a year
Factors such as scope and responsibilities of the position, candidate's work experience, education/training, job-related skills, internal peer equity, as well as market and business considerations may influence base pay offered. This salary range is reflective of a position based in New York City. This salary will be subject to a geographic adjustment (according to a specific city and state), if an authorization is granted to work outside of the location listed in this posting.
As a member of our team, you’ll enjoy:
401(k) Matching: We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
Professional Growth: Get an annual Learning & Development stipend once you’ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.
Parental Leave & Planning: When you become a new parent, you’re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)
Fertility Support: You’ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.
Date Stipend: All Hinge employees receive a $100 monthly stipend for epic dates– Romantic or otherwise. Hinge Premium is also free for employees and their loved ones.
ERGs: We have eight Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA+, Raices, Women/Nonbinary, Parents —that hold regular meetings, host events, and provide dedicated support to the organization & its community.
At Hinge, our core values are…
Authenticity: We share, never hide, our words, actions and intentions.
Courage: We embrace lofty goals and tough challenges.
Empathy: We deeply consider the perspective of others.
Diversity inspires innovation
Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know.
Hinge
See all 198+ 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.