H-1B1 Singapore Visa Recruiting Coordinator Jobs
Recruiting Coordinator jobs with H-1B1 Singapore visa sponsorship are open to Singaporean nationals under the U.S.-Singapore Free Trade Agreement. No lottery, no USCIS petition filing, and the 5,400 annual cap rarely fills. You apply directly at the U.S. consulate once your employer certifies the Labor Condition Application.
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The Amazon Talent Acquisition team is looking for a talented and customer-focused manager to lead our Recruiting Coordination (RC) team. RCs are the backbone of recruiting at Amazon, and work to provide world class service as they support candidates through the interview process. They are highly customer-focused, have excellent attention to detail, and multi-task like pros.
We expect the Recruiting Coordinator Manager to be a dynamic and passionate leader with proven analytical capabilities, ability to track and measure results, and the ability to forge strong partnerships with partner teams. The ideal candidate will be a self-starter with a passion for recruiting, a high level of flexibility, commitment, and the ability to tackle ambiguity.
This Recruiting Coordinator Manager will lead successful operations for managing a team of RCs supporting multiple business lanes, in both the technical and non-technical recruiting space. This includes forecasting demand and RC capacity, managing all core scheduling and coordinating activities and results, and partnering with various stakeholders to improve the end-to-end scheduling process. They will develop staff members so each team member is trained, supported, and able to thrive.
Key job responsibilities
The successful Recruiting Coordinator Manager must:
- Build and manage a high performing team
- Conduct performance evaluations and prepare developmental plans for staff in a timely manner
- Develop and implement volume and capacity forecasts
- Manage multiple tasks, emerging priorities, and meet deadlines
- Be able to handle multiple problems simultaneously, and prioritize effectively
- Have excellent problem solving, organizational, interpersonal, and motivational skills
- Continuously improve processes and procedures
A day in the life
A Day in the Life: L6 Operations Manager
Your day begins with a review of regional performance metrics across your three RCM teams spanning North America. You're looking at trends—not just today's numbers, but patterns over the past few weeks that tell you where to focus your attention. You notice scheduling decline rates creeping up in one vertical and make a note to investigate root causes.
You start your morning with a leadership sync with your peer L6 managers and your L7 leader, discussing capacity planning for Q2 hiring surges and aligning on strategic priorities. You're advocating for a process improvement initiative based on insights you've gathered from your RCMs, and you come prepared with data that makes the business case clear.
Mid-morning, you're in a working session with recruiting leadership and a business partner team to address a systemic challenge with interview scheduling for a high-volume hiring initiative. You're representing the operations perspective, asking clarifying questions, and proposing solutions that balance candidate experience with operational feasibility. You commit to piloting an approach with one of your teams and measuring the impact.
You have back-to-back 1-on-1s with your three RCMs after lunch. With your first manager, you're coaching through a performance issue on their team—helping them think through documentation, feedback delivery, and performance improvement plans. With your second, you're discussing their career development and identifying stretch opportunities. With your third, you're problem-solving a complex stakeholder relationship and helping them navigate organizational dynamics.
The afternoon includes a deep dive session where you're analyzing scheduling data to identify opportunities for automation and efficiency gains. You're building a proposal for your L7 that outlines how reallocating work could improve throughput by 20% without adding headcount. You're thinking several steps ahead about implementation, change management, and how to bring your RCMs along as partners in the change.
You join a cross-functional project meeting focused on improving the candidate scheduling experience. You're contributing the operations lens, sharing pain points your teams have surfaced, and collaborating with product and tech partners on solutions. You volunteer to pilot a new tool feature with one of your teams and provide feedback.
Before wrapping your day, you review and approve several decisions your RCMs have escalated—a scheduling exception for an executive hire, a capacity reallocation between teams, and a process deviation request. You're empowering your managers to make decisions while ensuring consistency and alignment with broader strategy.
You end your day preparing for tomorrow's business review with your L7, where you'll present your team's performance, highlight wins, address challenges transparently, and propose your roadmap for the next 30 days.
BASIC QUALIFICATIONS
- 6+ years of recruiting or HR experience
- Experience in recruiting or HR
- Experience building, coaching and managing a recruiting team
- Experience managing large dispersed recruiting/sourcing teams
- Experience working with recruiting tools and systems, including resume databases, internet sourcing tools, and spreadsheets
- Bachelor's degree or equivalent
PREFERRED QUALIFICATIONS
- Experience creating, measuring and scaling workflow among candidates, hiring managers and the recruiting team
- Experience managing senior staff or staffing managers
- Experience with workforce planning
- Experience partnering with hiring teams to build effective sourcing, assessment, and closing approaches with an ability to manage customer/partner expectations
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
LOCATION
USA, TN, Nashville - 136,500.00 - 184,600.00 USD annually
DESCRIPTION
The Amazon Talent Acquisition team is looking for a talented and customer-focused manager to lead our Recruiting Coordination (RC) team. RCs are the backbone of recruiting at Amazon, and work to provide world class service as they support candidates through the interview process. They are highly customer-focused, have excellent attention to detail, and multi-task like pros.
We expect the Recruiting Coordinator Manager to be a dynamic and passionate leader with proven analytical capabilities, ability to track and measure results, and the ability to forge strong partnerships with partner teams. The ideal candidate will be a self-starter with a passion for recruiting, a high level of flexibility, commitment, and the ability to tackle ambiguity.
This Recruiting Coordinator Manager will lead successful operations for managing a team of RCs supporting multiple business lanes, in both the technical and non-technical recruiting space. This includes forecasting demand and RC capacity, managing all core scheduling and coordinating activities and results, and partnering with various stakeholders to improve the end-to-end scheduling process. They will develop staff members so each team member is trained, supported, and able to thrive.
Key job responsibilities
The successful Recruiting Coordinator Manager must:
- Build and manage a high performing team
- Conduct performance evaluations and prepare developmental plans for staff in a timely manner
- Develop and implement volume and capacity forecasts
- Manage multiple tasks, emerging priorities, and meet deadlines
- Be able to handle multiple problems simultaneously, and prioritize effectively
- Have excellent problem solving, organizational, interpersonal, and motivational skills
- Continuously improve processes and procedures
A day in the life
A Day in the Life: L6 Operations Manager
Your day begins with a review of regional performance metrics across your three RCM teams spanning North America. You're looking at trends—not just today's numbers, but patterns over the past few weeks that tell you where to focus your attention. You notice scheduling decline rates creeping up in one vertical and make a note to investigate root causes.
You start your morning with a leadership sync with your peer L6 managers and your L7 leader, discussing capacity planning for Q2 hiring surges and aligning on strategic priorities. You're advocating for a process improvement initiative based on insights you've gathered from your RCMs, and you come prepared with data that makes the business case clear.
Mid-morning, you're in a working session with recruiting leadership and a business partner team to address a systemic challenge with interview scheduling for a high-volume hiring initiative. You're representing the operations perspective, asking clarifying questions, and proposing solutions that balance candidate experience with operational feasibility. You commit to piloting an approach with one of your teams and measuring the impact.
You have back-to-back 1-on-1s with your three RCMs after lunch. With your first manager, you're coaching through a performance issue on their team—helping them think through documentation, feedback delivery, and performance improvement plans. With your second, you're discussing their career development and identifying stretch opportunities. With your third, you're problem-solving a complex stakeholder relationship and helping them navigate organizational dynamics.
The afternoon includes a deep dive session where you're analyzing scheduling data to identify opportunities for automation and efficiency gains. You're building a proposal for your L7 that outlines how reallocating work could improve throughput by 20% without adding headcount. You're thinking several steps ahead about implementation, change management, and how to bring your RCMs along as partners in the change.
You join a cross-functional project meeting focused on improving the candidate scheduling experience. You're contributing the operations lens, sharing pain points your teams have surfaced, and collaborating with product and tech partners on solutions. You volunteer to pilot a new tool feature with one of your teams and provide feedback.
Before wrapping your day, you review and approve several decisions your RCMs have escalated—a scheduling exception for an executive hire, a capacity reallocation between teams, and a process deviation request. You're empowering your managers to make decisions while ensuring consistency and alignment with broader strategy.
You end your day preparing for tomorrow's business review with your L7, where you'll present your team's performance, highlight wins, address challenges transparently, and propose your roadmap for the next 30 days.
BASIC QUALIFICATIONS
- 6+ years of recruiting or HR experience
- Experience in recruiting or HR
- Experience building, coaching and managing a recruiting team
- Experience managing large dispersed recruiting/sourcing teams
- Experience working with recruiting tools and systems, including resume databases, internet sourcing tools, and spreadsheets
- Bachelor's degree or equivalent
PREFERRED QUALIFICATIONS
- Experience creating, measuring and scaling workflow among candidates, hiring managers and the recruiting team
- Experience managing senior staff or staffing managers
- Experience with workforce planning
- Experience partnering with hiring teams to build effective sourcing, assessment, and closing approaches with an ability to manage customer/partner expectations
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
LOCATION
USA, TN, Nashville - 136,500.00 - 184,600.00 USD annually
See all Recruiting Coordinator jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a Recruiting Coordinator
Translate your credentials for U.S. hiring managers
Singaporean HR certifications like IHRP aren't always recognized by U.S. employers. Map your credentials to equivalent U.S. standards, such as SHRM-CP, so recruiters immediately understand your qualification level without guessing.
Target employers already filing LCAs for HR roles
Use Migrate Mate to filter for companies with active H-1B1 visa Labor Condition Application history in HR and recruiting functions. Employers who've filed before understand the process and won't stall at the offer stage.
Verify the role meets specialty occupation requirements
The H-1B1 requires a bachelor's degree in a directly related field. Cross-reference the Recruiting Coordinator job description against the O*NET occupation profile to confirm the role is classified as a specialty occupation before applying.
Ask about LCA timing before accepting an offer
Your employer must file a certified Labor Condition Application with DOL before you can complete your consulate application. Confirm your offer letter specifies a start date that gives at least two to three weeks for LCA certification.
Check prevailing wage compliance using OFLC Wage Search
DOL requires your offered salary to meet the prevailing wage for Recruiting Coordinator roles in your work location. Pull the current figures from OFLC Wage Search and flag any gap to your employer before the LCA is submitted.
Prepare for consular nonimmigrant intent questions
Unlike H-1B visa, the H-1B1 doesn't allow dual intent, so consular officers may ask about your ties to Singapore. Bring documentation of ongoing home-country connections, such as property, family, or professional memberships, to support your nonimmigrant intent.
Frequently Asked Questions
Does a Recruiting Coordinator role qualify for H-1B1 Singapore sponsorship?
Yes, if the position genuinely requires a bachelor's degree in human resources, business, psychology, or a closely related field. The H-1B1 is restricted to specialty occupations, and the role description matters as much as the job title. Employers should confirm the degree requirement is listed in the job posting and reflected in the Labor Condition Application they file with DOL.
How is the H-1B1 Singapore visa different from the H-1B for this role?
The H-1B1 Singapore has no lottery, no USCIS petition filing, and a 5,400 annual cap that rarely fills, making sponsorship significantly more predictable for Recruiting Coordinator roles. The tradeoff is that H-1B1 doesn't allow dual intent, so you can't use it as a direct path to a green card the way some H-1B holders do.
How do I find Recruiting Coordinator jobs with H-1B1 Singapore sponsorship?
Use Migrate Mate to search for Recruiting Coordinator openings filtered by employers with verified H-1B1 Labor Condition Application filing history. Most general job boards don't surface visa sponsorship data at the employer level, so filtering by LCA activity gives you a more reliable signal that the hiring company is familiar with the process.
Can my employer start the H-1B1 process before I receive a formal offer letter?
No. DOL requires an employer-employee relationship to be established before the Labor Condition Application is filed. Your employer needs a confirmed job offer, agreed employment terms, and a specific start date to complete the LCA accurately. Consulate applications submitted without a certified LCA will be rejected.
What happens to my H-1B1 status if my Recruiting Coordinator role is eliminated?
Your H-1B1 status is tied to your employer and approved role. If your position is eliminated, you have a grace period of up to 60 days to find a new employer willing to file a fresh LCA and support a new H-1B1 application. There's no automatic transfer mechanism, so starting your job search immediately after a layoff is critical.
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