H-1B1 Chile Visa Recruiter Jobs
H-1B1 Chile visa sponsorship for Recruiter roles lets Chilean nationals work in U.S. talent acquisition without entering the H-1B lottery. With a 1,400-visa annual cap that rarely fills and consulate processing instead of USCIS petitions, qualified recruiters can move faster from job offer to start date than most visa categories allow.
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Get Access To All JobsINTRODUCTION
Blackstone is the world’s largest alternative asset manager. Blackstone seeks to deliver compelling returns for institutional and individual investors by strengthening the companies in which the firm invests. Blackstone’s over $1.3 trillion in assets under management include global investment strategies focused on real estate, private equity, credit, infrastructure, life sciences, growth equity, secondaries and hedge funds.
Blackstone is seeking a high-impact Vice President to join its Corporate Recruiting team, responsible for delivering critical talent across corporate functions including Legal, Compliance, HR, and Corporate Affairs.
In this role, the individual will operate as a strategic partner to senior leadership, owning the end-to-end recruitment strategy and execution for a broad and complex portfolio of hires. The role plays a key part in shaping talent decisions, advising on market dynamics, and ensuring the firm continues to attract and secure top-tier talent in highly competitive markets.
This is a highly visible position requiring strong judgment, executive presence, and the experience to balance speed, quality, and stakeholder alignment in a highly dynamic environment.
KEY RESPONSIBILITIES:
- Own the full lifecycle recruiting process for a portfolio of roles across corporate functions, spanning mid-level through senior hires
- Develop and continuously refine a forward-looking recruiting strategy aligned to business priorities and hiring demand
- Deliver high-quality hiring outcomes within competitive timelines, ensuring alignment with business needs and market realities
- Partner directly with senior stakeholders to shape hiring priorities, calibrate talent, and influence decision-making
- Act as a trusted advisor, providing guidance on talent availability, compensation benchmarks, and competitive positioning
- Balance competing priorities across stakeholders while maintaining high service levels and effective communication
- Serve as a market expert, delivering actionable insights on talent trends, competitor activity, and candidate dynamics
- Leverage market data to inform hiring strategies, proactively identify risks, and recommend alternative approaches
- Maintain strong external connectivity through networks, industry relationships, and search firm partnerships
- Lead a high-touch, detail-oriented recruiting process, ensuring a seamless and differentiated candidate experience
- Drive candidate engagement and conversion strategies, particularly for competitive and niche talent pools
- Proactively manage pipelines, ensuring consistent progress and transparency throughout the hiring lifecycle
- Utilize recruiting metrics and funnel data to assess performance, identify bottlenecks, and optimize outcomes
- Drive enhancements to recruiting processes, tools, and workflows to improve efficiency and effectiveness
- Partner with HR, Compensation, and other stakeholders to structure competitive and compelling offer packages
QUALIFICATIONS
Blackstone seeks to hire individuals who are highly motivated, intellectually curious, and have demonstrated excellence in prior endeavors. The ideal candidate will have:
- 8+ years of experience in full lifecycle recruiting within corporate functions (e.g., Legal, Compliance, HR) or at a search firm supporting financial services clients
- Proven experience to operate as a strategic partner to senior stakeholders, with strong influencing and relationship management skills
- Demonstrated track record of successfully closing high-caliber candidates in competitive markets
- Strong commercial judgment and experience to balance speed, quality, and risk in hiring decisions
- Experience managing complex or high-volume requisition loads while maintaining attention to detail
- Experience in leveraging data and market insights to inform recruiting strategy and improve outcomes
- Exceptional organizational skills, follow-through, and experience to navigate ambiguity in a highly dynamic environment
- Experience to maintain a high level of confidentiality, professionalism, and discretion
The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.
EXPECTED ANNUAL BASE SALARY RANGE:
$160,000 - $225,000
Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.
Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone’s sole discretion.
Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.
If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).
Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:
- Attending client meetings where you are discussing Blackstone products and/or and client questions;
- Marketing Blackstone funds to new or existing clients;
- Supervising or training securities licensed employees;
- Structuring or creating Blackstone funds/products; and
- Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials.
Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.
INTRODUCTION
Blackstone is the world’s largest alternative asset manager. Blackstone seeks to deliver compelling returns for institutional and individual investors by strengthening the companies in which the firm invests. Blackstone’s over $1.3 trillion in assets under management include global investment strategies focused on real estate, private equity, credit, infrastructure, life sciences, growth equity, secondaries and hedge funds.
Blackstone is seeking a high-impact Vice President to join its Corporate Recruiting team, responsible for delivering critical talent across corporate functions including Legal, Compliance, HR, and Corporate Affairs.
In this role, the individual will operate as a strategic partner to senior leadership, owning the end-to-end recruitment strategy and execution for a broad and complex portfolio of hires. The role plays a key part in shaping talent decisions, advising on market dynamics, and ensuring the firm continues to attract and secure top-tier talent in highly competitive markets.
This is a highly visible position requiring strong judgment, executive presence, and the experience to balance speed, quality, and stakeholder alignment in a highly dynamic environment.
KEY RESPONSIBILITIES:
- Own the full lifecycle recruiting process for a portfolio of roles across corporate functions, spanning mid-level through senior hires
- Develop and continuously refine a forward-looking recruiting strategy aligned to business priorities and hiring demand
- Deliver high-quality hiring outcomes within competitive timelines, ensuring alignment with business needs and market realities
- Partner directly with senior stakeholders to shape hiring priorities, calibrate talent, and influence decision-making
- Act as a trusted advisor, providing guidance on talent availability, compensation benchmarks, and competitive positioning
- Balance competing priorities across stakeholders while maintaining high service levels and effective communication
- Serve as a market expert, delivering actionable insights on talent trends, competitor activity, and candidate dynamics
- Leverage market data to inform hiring strategies, proactively identify risks, and recommend alternative approaches
- Maintain strong external connectivity through networks, industry relationships, and search firm partnerships
- Lead a high-touch, detail-oriented recruiting process, ensuring a seamless and differentiated candidate experience
- Drive candidate engagement and conversion strategies, particularly for competitive and niche talent pools
- Proactively manage pipelines, ensuring consistent progress and transparency throughout the hiring lifecycle
- Utilize recruiting metrics and funnel data to assess performance, identify bottlenecks, and optimize outcomes
- Drive enhancements to recruiting processes, tools, and workflows to improve efficiency and effectiveness
- Partner with HR, Compensation, and other stakeholders to structure competitive and compelling offer packages
QUALIFICATIONS
Blackstone seeks to hire individuals who are highly motivated, intellectually curious, and have demonstrated excellence in prior endeavors. The ideal candidate will have:
- 8+ years of experience in full lifecycle recruiting within corporate functions (e.g., Legal, Compliance, HR) or at a search firm supporting financial services clients
- Proven experience to operate as a strategic partner to senior stakeholders, with strong influencing and relationship management skills
- Demonstrated track record of successfully closing high-caliber candidates in competitive markets
- Strong commercial judgment and experience to balance speed, quality, and risk in hiring decisions
- Experience managing complex or high-volume requisition loads while maintaining attention to detail
- Experience in leveraging data and market insights to inform recruiting strategy and improve outcomes
- Exceptional organizational skills, follow-through, and experience to navigate ambiguity in a highly dynamic environment
- Experience to maintain a high level of confidentiality, professionalism, and discretion
The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.
EXPECTED ANNUAL BASE SALARY RANGE:
$160,000 - $225,000
Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.
Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone’s sole discretion.
Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.
If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).
Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:
- Attending client meetings where you are discussing Blackstone products and/or and client questions;
- Marketing Blackstone funds to new or existing clients;
- Supervising or training securities licensed employees;
- Structuring or creating Blackstone funds/products; and
- Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials.
Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.
See all 73+ H-1B1 Chile Visa Recruiter Jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a Recruiter
Align your degree to recruiting's specialty occupation standard
Consular officers assess whether your role meets specialty occupation criteria. A degree in human resources, industrial-organizational psychology, or business strengthens your case. Document the direct relationship between your coursework and your recruiting responsibilities before you apply.
Search for employers using DOL LCA filings
Use Migrate Mate to filter employers by H-1B1 Chile LCA filings, so you're targeting companies with proven sponsorship infrastructure rather than cold-pitching HR teams who've never navigated the process.
Verify your offered wage meets DOL prevailing wage
Your employer must certify your wage on the LCA before your consular appointment. Use the OFLC Wage Search to check the prevailing wage for your specific recruiter title and work location so you can flag any shortfall during offer negotiation.
Prepare your credential documentation before outreach begins
Translate and notarize your Chilean university transcripts early. Consulates require official degree verification, and delays in obtaining apostilled documents are a common reason Chilean professionals miss interview windows they've already scheduled.
Target in-house recruiting roles over staffing agencies
Third-party staffing firms place workers at client sites, which complicates H-1B1 Chile sponsorship because DOL requires the petitioning employer to be your actual employer of record. In-house corporate recruiting roles avoid this structure entirely.
Confirm your employer is enrolled in E-Verify before accepting an offer
H-1B1 Chile status requires your employer to be enrolled in E-Verify. Ask during the offer stage, not after you've resigned a previous position. An employer who isn't enrolled will need to complete registration before USCIS can process your filing.
Frequently Asked Questions
Does a Recruiter role qualify as a specialty occupation for H-1B1 Chile purposes?
Yes, but the job description matters. A role focused on sourcing, interviewing, and hiring for specialized functions generally qualifies when it requires a bachelor's degree in human resources, business, or a related field. Generic administrative recruiting work without a direct degree requirement is harder to support. Review the O*NET profile for your specific recruiting title to assess the typical education benchmark consular officers reference.
How does the H-1B1 Chile visa differ from the H-1B for Recruiter jobs?
The H-1B1 Chile visa has no lottery and a 1,400-visa annual cap that has never been exhausted, so Chilean recruiters with a job offer can go directly to a consular appointment rather than waiting for USCIS lottery selection. The trade-off is that H-1B1 Chile doesn't allow dual intent, meaning you can't use it as a direct stepping stone to a green card the way an H-1B petition can be structured.
How do I find U.S. employers willing to sponsor an H-1B1 Chile visa for a Recruiter role?
Migrate Mate shows which employers have active H-1B1 Chile LCA filings filtered by occupation, so you can identify companies that have already navigated the sponsorship process for recruiting roles. This is more reliable than asking HR teams cold, since many employers support the visa but don't advertise it explicitly in job postings.
Can my employer file the H-1B1 Chile paperwork without a U.S. immigration attorney?
Employers can file without an attorney, but they must complete the LCA through DOL and submit the H-1B1 visa petition to USCIS before your consular appointment. Errors in the LCA, including incorrect wage levels or occupational codes, are a common reason consulates issue delays. Many Chilean professionals use a flat-fee service to catch these issues before the appointment.
What happens to my H-1B1 Chile status if my Recruiter role changes significantly after I start?
A material change in job duties, title, or work location can require an amended LCA and updated USCIS filing. If your employer restructures the role so it no longer matches the certified LCA, your sponsorship may be technically out of compliance. Document any changes with HR and confirm whether an amended filing is needed before the change takes effect.