OPT Acquisition Marketing Manager Jobs
Acquisition Marketing Manager roles involve paid media, growth campaigns, and performance analytics, all areas where F-1 OPT students with marketing or business degrees are actively hired. Your 12-month OPT window (or 24-month STEM extension if your degree qualifies) gives you real runway to prove ROI and build toward long-term sponsorship.
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Get Access To All JobsAbout us
Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. We provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services with a commitment to technical excellence and high-quality client service. Since 1954, we have delivered comprehensive engineering and environmental solutions for many challenging planning, design, permitting, and construction projects. Across our 14 offices nationwide, our employees advance meaningful, innovative scientific practices while improving communities and preserving the environment. We build lasting relationships through trust, responsiveness, and the value we bring to every project.
Job Summary
Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws.
Responsibilities:
- Own the end-to-end full cycle recruiting efforts from intake, calibration, sourcing strategy, assessment design, interview process, offer review and closing.
- Develop and lead hiring and attraction strategies across all job functions and 14 office locations, with an emphasis on building pipelines of highly qualified talent.
- Partner with leaders on workforce planning, hiring priorities, talent availability, external market conditions, and recommended sourcing and selection strategies.
- Lead resolution of complex hiring issues and stakeholder escalations while maintaining a high standard of customer and candidate experience.
- Analyze recruiting activity, source effectiveness, candidate conversion, time-to-fill, and other key metrics to identify trends and improve hiring outcomes.
- Evaluate candidates through sourcing, screening, and structured assessment, and present qualified candidates to hiring managers with clear recommendations.
- Build and maintain relationships with prospective candidates, universities, and professional associations to expand talent pipelines and strengthen awareness of Shannon and Wilson as an employer of choice.
- Collaborate with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
- Evaluate and streamline recruiting processes to improve efficiency, strengthen the candidate and hiring manager experience, and deliver measurable results.
- Maintain accurate and timely applicant, interview, and disposition records in the Applicant Tracking System.
- Ensure compliance with federal, state, and local employment laws and regulations, and company policies.
- Perform other duties as assigned.
Requirements
- Bachelor’s degree plus 6 years of talent acquisition experience (i.e. recruiting and sourcing) required, or 9+ years of professional experience as a recruiter in lieu of degree.
- Experience working in the Architectural/Engineering/Construction industry is preferred.
- Demonstrated experience developing talent strategies, workforce plans, and hiring forecasts.
- Proficiency with Applicant Tracking Systems (ATS), candidate relationship management tools, and Microsoft Office applications, including Excel and PowerPoint.
- Excellent verbal and written communication skills.
- Excellent interpersonal skills with good negotiation tactics.
- Ability to create and implement sourcing strategies for recruitment for a variety of roles.
- Proactive and independent with the ability to take initiative.
- Excellent time management skills with a proven ability to meet deadlines.
- Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
- SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred.
- Ability to travel and attend some evening events.
- This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week.
- Frequent sitting, standing, and walking (with or without accommodations).
Level Placement:
Depending on applicant’s education, experience, and other qualifications they possess, and if they are a fit for the company, this position will be hired in at the Office Services IV or Senior Office Services with a salary range of $105,000-$135,000. In addition to base pay, all employees are also eligible for an annual year-end discretionary bonus. Exempt staff are eligible to accrue comp time in hours excess of 40 each week.
Shannon & Wilson is committed to providing a comprehensive total rewards package that includes the following benefits:
- Employee stock ownership
- Medical, prescription, vision, dental, long-term care and life insurance plans are offered to employees (and their families).
- Pre-tax health and daycare FSA
- Profit sharing and 401(k) plans with annual safe-harbor contributions
- 10 - 20 paid vacation days per year for full-time employees, based on years of experience (prorated for part-time employment)
- Sick leave accrues based on state requirements
- 9 paid holidays per year + 1 personal holiday
- Paid volunteer day
- Paid time off for bereavement and jury duty
- Two weeks of paid parental leave
- Lunch & Live wellness webinars and an Employee Assistance Program
- Mentorship Program
- Tuition Reimbursement
- Free parking
Shannon & Wilson is an Equal Opportunity Employer
Shannon & Wilson participates in the E-Verify program.
Please note that non-solicited resumes from external recruitment agencies will not be considered as introductions to our business, unless a preapproved agreement is in place and the external recruitment agency has been engaged to work on this specific vacancy.
About us
Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. We provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services with a commitment to technical excellence and high-quality client service. Since 1954, we have delivered comprehensive engineering and environmental solutions for many challenging planning, design, permitting, and construction projects. Across our 14 offices nationwide, our employees advance meaningful, innovative scientific practices while improving communities and preserving the environment. We build lasting relationships through trust, responsiveness, and the value we bring to every project.
Job Summary
Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws.
Responsibilities:
- Own the end-to-end full cycle recruiting efforts from intake, calibration, sourcing strategy, assessment design, interview process, offer review and closing.
- Develop and lead hiring and attraction strategies across all job functions and 14 office locations, with an emphasis on building pipelines of highly qualified talent.
- Partner with leaders on workforce planning, hiring priorities, talent availability, external market conditions, and recommended sourcing and selection strategies.
- Lead resolution of complex hiring issues and stakeholder escalations while maintaining a high standard of customer and candidate experience.
- Analyze recruiting activity, source effectiveness, candidate conversion, time-to-fill, and other key metrics to identify trends and improve hiring outcomes.
- Evaluate candidates through sourcing, screening, and structured assessment, and present qualified candidates to hiring managers with clear recommendations.
- Build and maintain relationships with prospective candidates, universities, and professional associations to expand talent pipelines and strengthen awareness of Shannon and Wilson as an employer of choice.
- Collaborate with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
- Evaluate and streamline recruiting processes to improve efficiency, strengthen the candidate and hiring manager experience, and deliver measurable results.
- Maintain accurate and timely applicant, interview, and disposition records in the Applicant Tracking System.
- Ensure compliance with federal, state, and local employment laws and regulations, and company policies.
- Perform other duties as assigned.
Requirements
- Bachelor’s degree plus 6 years of talent acquisition experience (i.e. recruiting and sourcing) required, or 9+ years of professional experience as a recruiter in lieu of degree.
- Experience working in the Architectural/Engineering/Construction industry is preferred.
- Demonstrated experience developing talent strategies, workforce plans, and hiring forecasts.
- Proficiency with Applicant Tracking Systems (ATS), candidate relationship management tools, and Microsoft Office applications, including Excel and PowerPoint.
- Excellent verbal and written communication skills.
- Excellent interpersonal skills with good negotiation tactics.
- Ability to create and implement sourcing strategies for recruitment for a variety of roles.
- Proactive and independent with the ability to take initiative.
- Excellent time management skills with a proven ability to meet deadlines.
- Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
- SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred.
- Ability to travel and attend some evening events.
- This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week.
- Frequent sitting, standing, and walking (with or without accommodations).
Level Placement:
Depending on applicant’s education, experience, and other qualifications they possess, and if they are a fit for the company, this position will be hired in at the Office Services IV or Senior Office Services with a salary range of $105,000-$135,000. In addition to base pay, all employees are also eligible for an annual year-end discretionary bonus. Exempt staff are eligible to accrue comp time in hours excess of 40 each week.
Shannon & Wilson is committed to providing a comprehensive total rewards package that includes the following benefits:
- Employee stock ownership
- Medical, prescription, vision, dental, long-term care and life insurance plans are offered to employees (and their families).
- Pre-tax health and daycare FSA
- Profit sharing and 401(k) plans with annual safe-harbor contributions
- 10 - 20 paid vacation days per year for full-time employees, based on years of experience (prorated for part-time employment)
- Sick leave accrues based on state requirements
- 9 paid holidays per year + 1 personal holiday
- Paid volunteer day
- Paid time off for bereavement and jury duty
- Two weeks of paid parental leave
- Lunch & Live wellness webinars and an Employee Assistance Program
- Mentorship Program
- Tuition Reimbursement
- Free parking
Shannon & Wilson is an Equal Opportunity Employer
Shannon & Wilson participates in the E-Verify program.
Please note that non-solicited resumes from external recruitment agencies will not be considered as introductions to our business, unless a preapproved agreement is in place and the external recruitment agency has been engaged to work on this specific vacancy.
See all 215+ OPT Acquisition Marketing Manager Jobs
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Get Access To All JobsTips for Finding OPT Sponsorship as an Acquisition Marketing Manager
Target companies with active H-1B sponsorship history
Employers who have previously sponsored H-1B visas for marketing roles are far more likely to sponsor you after OPT. Check OFLC disclosure data to identify companies that have filed Labor Condition Applications for acquisition or growth marketing titles.
Lead with performance metrics, not job duties
Sponsorship decisions are ROI decisions. Quantify your impact, customer acquisition cost reductions, conversion rate lifts, ROAS improvements. Employers who see clear numbers are easier to convince that sponsoring your visa is worth the cost and effort.
Apply for STEM OPT extension before your initial OPT expires
If your degree is in a STEM-designated field like data analytics, information systems, or marketing analytics, apply for the 24-month extension early. It gives employers a much longer window to plan and file your H-1B sponsorship without urgency pressure.
Prioritize growth-stage companies with dedicated marketing budgets
Series B and Series C startups often have aggressive acquisition targets and lean teams, making senior OPT hires attractive. These companies also tend to sponsor visas more readily than enterprise firms with rigid HR policies and slower hiring cycles.
Frame your specialty clearly in interviews and your resume
Acquisition Marketing Manager is a specialty occupation under H-1B, but only when tied to a degree-required discipline. Be explicit about whether your focus is paid search, lifecycle marketing, or analytics, specificity strengthens the specialty occupation argument employers need to make.
Build relationships with your employer's HR and legal contacts early
Sponsorship requires internal champions. Within your first few months, understand who handles immigration decisions and what the internal timeline looks like. Employers who feel informed and prepared are far more likely to move forward when your OPT window approaches.
Acquisition Marketing Manager OPT: Frequently Asked Questions
Can I work as an Acquisition Marketing Manager on F-1 OPT without additional employer paperwork?
Yes. F-1 OPT authorizes you to work for any employer in a role directly related to your degree without the employer needing to file any visa petition during your OPT period. The employer does not sponsor you during OPT, your work authorization comes from your EAD card issued by USCIS. Sponsorship only becomes relevant if they want to keep you after your OPT and STEM extension expire.
Does an Acquisition Marketing Manager role qualify for the STEM OPT extension?
It depends on your degree, not the job title. If your degree is in a STEM-designated field, such as marketing analytics, data science, information systems, or statistics, and your role involves applying those quantitative or technical skills, it likely qualifies. Pure marketing or communications degrees typically do not qualify. Check the DHS STEM Designated Degree Program List and confirm with your DSO.
How do I find Acquisition Marketing Manager jobs that are open to OPT students?
Migrate Mate is built specifically for F-1 OPT and visa-sponsored job seekers, so the roles listed there are filtered for sponsorship openness. Many employers on general job boards don't disclose OPT willingness upfront, which wastes time. Searching on Migrate Mate gets you directly to companies that understand and accept international work authorization from the start.
Is Acquisition Marketing Manager considered a specialty occupation for H-1B purposes?
Generally yes, when the role requires a bachelor's degree or higher in marketing, business, statistics, or a related field, and the job duties reflect that specialization. Roles focused on data-driven campaign management, attribution modeling, or quantitative growth strategies strengthen the specialty occupation argument. Roles framed as generalist marketing or coordinator-level work are harder to qualify. Your employer's immigration attorney will build this case when filing.
What should I do if my employer seems hesitant about sponsoring me after OPT?
Start the conversation early, ideally within your first six months on the job. Come prepared with a simple overview of the H-1B process, estimated timelines, and attorney cost ranges, most hesitation comes from unfamiliarity, not firm opposition. If the employer remains unwilling, it's worth beginning your search for sponsorship-friendly employers before your OPT window closes and options narrow.