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
Snap Inc is a technology company. We believe the camera presents the greatest opportunity to improve the way people live and communicate. Snap contributes to human progress by empowering people to express themselves, live in the moment, learn about the world, and have fun together.
The Company operates Snapchat, a visual messaging app that enhances your relationships with friends, family, and the world, and Specs Inc., a wholly-owned subsidiary dedicated to making computing more human, in addition to Bitmoji, Saturn, and other digital services.
The People Team drives our values of being kind, smart and creative across Snap's global workforce. We work together to empower our teams to hire thoughtful and passionate innovators, help people do their best work, grow their careers and build healthy and productive workspaces in a safe, and cohesive community. Together, we are Talent, Total Rewards, IDEA, HR Tech, People Analytics, People Operations, People Services, Council, and Employee Relations.
We’re looking for a Senior Recruiter to join the Snap Technical Recruiting team.
ROLE AND RESPONSIBILITIES
What you’ll do:
- Help us find top hardware and software engineers who will play a key role in building and shaping key features that millions of Snapchatters use every day
- Provide full life cycle, high volume recruiting support for our Hardware and Software Engineering teams
- Act as a talent advisor to hiring managers and cross-functional partners
- Source, evaluate, network, and hire top tier talent
- Protect and improve Snap Inc.’s candidate experience
- Use hiring metrics to develop new and more efficient hiring solutions
- Help fill the highest priority hiring needs for the company
KNOWLEDGE, SKILLS & ABILITIES
- Experience working in both small and large tech companies
- Experience recruiting for an array of hardware and software engineering roles, inclusive of specialized and niche positions
- Experience networking with sourcing, and hiring diverse talent
- Someone who loves solving challenging problems and building programs for scale
- Passion for building effective and high-performing teams
- Someone who is customer-focused and can provide a high-touch experience to both candidates and hiring managers
- Someone with an analytical mindset who understands the importance of tracking metrics
- Someone who is organized, works with a strong sense of urgency, and can quickly prioritize various top priorities
MINIMUM QUALIFICATIONS
- Bachelor’s degree or equivalent years of experience
- 5+ years of relevant tech recruiting experience
If you have a disability or special need that requires accommodation, please don’t be shy and provide us some information.
"Default Together" Policy at Snap: At Snap Inc. we believe that being together in person helps us build our culture faster, reinforce our values, and serve our community, customers and partners better through dynamic collaboration. To reflect this, we practice a “default together” approach and expect our team members to work in an office 4+ days per week.
At Snap, we believe that having a team of diverse backgrounds and voices working together will enable us to create innovative products that improve the way people live and communicate. Snap is proud to be an equal opportunity employer, and committed to providing employment opportunities regardless of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, childbirth and breastfeeding, age, sexual orientation, military or veteran status, or any other protected classification, in accordance with applicable federal, state, and local laws. EOE, including disability/vets.
We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, where applicable).
OUR BENEFITS
Snap Inc. is its own community, so we’ve got your back! We do our best to make sure you and your loved ones have everything you need to be happy and healthy, on your own terms. Our benefits are built around your needs and include paid parental leave, comprehensive medical coverage, emotional and mental health support programs, and compensation packages that let you share in Snap’s long-term success!
COMPENSATION
In the United States, work locations are assigned a pay zone which determines the salary range for the position. The successful candidate’s starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions. The starting pay may be negotiable within the salary range for the position. These pay zones may be modified in the future.
Zone A (CA, WA, NYC):
The base salary range for this position is $130,000-$196,000 annually.
Zone B:
The base salary range for this position is $124,000-$186,000 annually.
Zone C:
The base salary range for this position is $111,000-$167,000 annually.
This position is eligible for equity in the form of RSUs.
INTRODUCTION
Snap Inc is a technology company. We believe the camera presents the greatest opportunity to improve the way people live and communicate. Snap contributes to human progress by empowering people to express themselves, live in the moment, learn about the world, and have fun together.
The Company operates Snapchat, a visual messaging app that enhances your relationships with friends, family, and the world, and Specs Inc., a wholly-owned subsidiary dedicated to making computing more human, in addition to Bitmoji, Saturn, and other digital services.
The People Team drives our values of being kind, smart and creative across Snap's global workforce. We work together to empower our teams to hire thoughtful and passionate innovators, help people do their best work, grow their careers and build healthy and productive workspaces in a safe, and cohesive community. Together, we are Talent, Total Rewards, IDEA, HR Tech, People Analytics, People Operations, People Services, Council, and Employee Relations.
We’re looking for a Senior Recruiter to join the Snap Technical Recruiting team.
ROLE AND RESPONSIBILITIES
What you’ll do:
- Help us find top hardware and software engineers who will play a key role in building and shaping key features that millions of Snapchatters use every day
- Provide full life cycle, high volume recruiting support for our Hardware and Software Engineering teams
- Act as a talent advisor to hiring managers and cross-functional partners
- Source, evaluate, network, and hire top tier talent
- Protect and improve Snap Inc.’s candidate experience
- Use hiring metrics to develop new and more efficient hiring solutions
- Help fill the highest priority hiring needs for the company
KNOWLEDGE, SKILLS & ABILITIES
- Experience working in both small and large tech companies
- Experience recruiting for an array of hardware and software engineering roles, inclusive of specialized and niche positions
- Experience networking with sourcing, and hiring diverse talent
- Someone who loves solving challenging problems and building programs for scale
- Passion for building effective and high-performing teams
- Someone who is customer-focused and can provide a high-touch experience to both candidates and hiring managers
- Someone with an analytical mindset who understands the importance of tracking metrics
- Someone who is organized, works with a strong sense of urgency, and can quickly prioritize various top priorities
MINIMUM QUALIFICATIONS
- Bachelor’s degree or equivalent years of experience
- 5+ years of relevant tech recruiting experience
If you have a disability or special need that requires accommodation, please don’t be shy and provide us some information.
"Default Together" Policy at Snap: At Snap Inc. we believe that being together in person helps us build our culture faster, reinforce our values, and serve our community, customers and partners better through dynamic collaboration. To reflect this, we practice a “default together” approach and expect our team members to work in an office 4+ days per week.
At Snap, we believe that having a team of diverse backgrounds and voices working together will enable us to create innovative products that improve the way people live and communicate. Snap is proud to be an equal opportunity employer, and committed to providing employment opportunities regardless of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, childbirth and breastfeeding, age, sexual orientation, military or veteran status, or any other protected classification, in accordance with applicable federal, state, and local laws. EOE, including disability/vets.
We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, where applicable).
OUR BENEFITS
Snap Inc. is its own community, so we’ve got your back! We do our best to make sure you and your loved ones have everything you need to be happy and healthy, on your own terms. Our benefits are built around your needs and include paid parental leave, comprehensive medical coverage, emotional and mental health support programs, and compensation packages that let you share in Snap’s long-term success!
COMPENSATION
In the United States, work locations are assigned a pay zone which determines the salary range for the position. The successful candidate’s starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions. The starting pay may be negotiable within the salary range for the position. These pay zones may be modified in the future.
Zone A (CA, WA, NYC):
The base salary range for this position is $130,000-$196,000 annually.
Zone B:
The base salary range for this position is $124,000-$186,000 annually.
Zone C:
The base salary range for this position is $111,000-$167,000 annually.
This position is eligible for equity in the form of RSUs.
See all 72+ 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.